فریبرز فتحی چگنی

The purpose of this research is to investigate the impact of authoritarian leadership on the organizational indifference of employees with the mediating role of bureaucratic culture in Lorestan University. The current research is applied in terms of its purpose, which is included in descriptive survey research. The statistical population of the study was 360 employees of Lorestan Universit, based on Krejcie & Morgan's table, a sample of 186 people was selected by stratified random sampling.  In order to measure the variables of the research, Standard questionnaires have been used. The reliability of the questionnaires was confirmed by Cronbach's alpha. In this research, descriptive and inferential statistical methods have been used and to analyze the research data, structural equation modeling and pls software have been used. The results of the research showed that authoritarian leadership through bureaucratic culture has a positive and significant effect on the organizational indifference of employees in Lorestan University.

This study investigates the impact of protean career orientation on employability with the mediating role of proactive career behaviors in knowledge-based companies of Lorestan province. In terms of purpose, the present study is an applied descriptive-exploratory research.. The statistical population of the research is employee of knowledge-based companies of Lorestan province with 156 persons. A total number method has been used for sampling. In order to measure the variables of the research, Briscoe et al’s protean career orientation questionnaire (2006), De Vos and Soens’s employability (2008) and the proactive career behaviors of Chughtai's (2019) have been used. The reliability of the questionnaires was confirmed by Cronbach's alpha and for data analysis, structural equation modeling and PLS software were used. The results show that protean career orientation both directly and through proactive career behaviors increases the employability in knowledge-based companies in Lorestan province.The results show that protean career orientation both directly and through proactive career behaviors increases the employability in knowledge-based companies in Lorestan province.

Paying particular attention to human resources as the main factor in improving productivity in the organization is of particular importance so any factor that causes indifference and minimal effort of people toward the goals of the organization should be quickly identified and corrected. This study aimed to investigate the effect of nepotism on organizational indifference of employees with the mediating role of social capital in government organizations in Lorestan province. In terms of purpose, the present study is an application that falls into the category of descriptive correlational research. The study's statistical population was 1331 employees of general staff of Lorestan province based in Khorramabad city. According to the Morgan table, a sample size 297 was selected by stratified random sampling. To measure the variables of the research, Danaeifard et al’s organizational indifference (2010), Nahapiet & Ghoshal’s Social Capital (1998) and the nepotism of  Arasli & Tumer 's (2008) have been used. Cronbach's alpha demonstrated the reliability of the questionnaires. In this research, descriptive and inferential statistical methods have been used, and to analyze the research data, structural equation modeling and PLS software have been used. The results showed that nepotism through social capital has a positive and significant effect on the administrative indifference of employees in government organizations of Lorestan province employees corporate indifference in Lorestan province government organizations.

Human resource productivity is one of the fundamental strategies to increase the performance and survival of today's organizations. Hence, the purpose of this study was to investigate the effect of humble leadership on human resource productivity with the mediating role of psychological security at Lorestan University. In terms of purpose, the present study is an applied research which is of the causal type. The statistical population of the study was 440 employees of Lorestan University, based on Krejcie and Morgan's table, from among whom a sample of 205 people was selected by stratified random sampling.  In order to measure the variables of the research, Owens et al’s humble leadership (2013), Carmeli et al’s psychological security (2010) and Hersey and Goldsmith 's (1980) human resource productivity questionnaires have been used. The reliability of the questionnaires was confirmed by Cronbach's alpha. In this research, descriptive and inferential statistical methods have been used. Additionally, to analyze the research data, structural equation modeling and pls software have been employed. The findings demonstrated that humble leadership, when coupled with psychological security, exerts a positive influence on human resource productivity.

Context:

 In today's era, it has become clear to everyone that the existence of creative and motivated human resources is one of the reasons for the economic leadership of organizations and their not falling behind in the field of competition. Meanwhile, various factors affect the creativity of employees, which include exploitative leadership and organizational cynicism.

The purpose of this research was to examine the relationship between exploitative leadership and employees' creativity with the mediating role of organizational cynicism in Lorestan University.Research

The present descriptive-exploratory research is applied in terms of purpose and is based on the deductive research and positivism paradigm in term of philosophy. The statistical population of the study was 440 employees of Lorestan University. Based on Morgan's table, a sample of 205 people was selected by stratified random sampling. In order to measure the variables of the research, the (Schmid et al’s, 2019) exploative leadership Questionnaire, (Wang et al’s, 2013), creativity Questionnaire and the (Dean et al’s, 1998) organizational cynicism Questionnaire were used and Their reliability was confirmed by Cronbach's alpha. For data analysis, structural equations modeling and PLS software have been used.

Findings show that exploative leadership has a negative and significant relationship with employees' creativity and a positive and significant relationship with organizational cynicism, organizational cynicism has a negative and significant relationship with employees' creativity, also exploative leadership has a significant negative relationship with employees' creativity through organizational cynicism.

Exploitative leaders who, with all their selfishness, are highly focused on achieving their personal goals and do not spare any effort in this direction, have caused dissatisfaction and a feeling of organizational cynicism in employees, which causes negative thoughts towards The organization and the feeling of frustration and discouragement among the employees will increase, as a result of which their creativity will decrease.

The purpose of this study was to investigate the effect of organizational cronyism on employee procrastination with the mediating role of social capital in government organizations in Lorestan province. In terms of purpose, the present study is an application that falls into the category of descriptive correlational research. The statistical population of the study was 1331 employees of general staff of Lorestan province based in Khorramabad city. According to the Morgan table, a sample size of 297 was selected by stratified random sampling. In order to measure the variables of the research, Saffarinia and Amirkhani Razligi’s employee procrastination questionnaire (2012), Nahapiet & Ghoshal’s Social Capital (1998) and the organizational cronyism of  Arasli & Tumer 's (2008) have been used. The reliability of the questionnaires was confirmed by Cronbach's alpha. In this research, descriptive and inferential statistical methods have been used and to analyze the research data, structural equation modeling and pls software have been used. The results showed that organizational cronyism through social capital has a positive and significant effect on employee procrastination in government organizations of Lorestan province.

The aim of this study was to design and explain an agile leadership style model using an interpretive structural approach.

This research is based on mixed research and qualitatively and quantitatively in the deductive-inductive paradigm, which is applied in terms of purpose and descriptive in terms of nature and method. The statistical population of the research in the qualitative and quantitative part consists of 30 senior and middle managers of knowledge-based companies in Lorestan province who have been selected based on purposive sampling method. In the qualitative section, semi-structured interviews were used to collect data, the validity and reliability of which were confirmed using CVR and Kapai-Cohen test. The data collection tool in the quantitative part is a questionnaire which validity and reliability were examined using content validity

The research results show the indicators and components of agile leadership style in knowledge-based companies. Thus, the research findings include the identification of 22 agile leadership style indicators at five levels (first, second, third, fourth and fifth) and are described in the final model.

The operation of knowledge-based companies in a change-rich environment that requires rapid response and appropriate adaptation to these changes requires the presence of agile leaders with unparalleled flexibility and environmental awareness and the ability to make rational and effective decisions in a complex environment. Stable and rapidly changing knowledge-based organizations can bring these organizations to the shore of success by going through dramatic changes and transformations.

The aim of this study was to identify and prioritize the antecedents and consequences of humble leadership style of high school principals in Khorramabad city using fuzzy Delphi method. This research is a type of research mixed with a quantitative and qualitative approach in the inductive paradigm, which is applied in terms of purpose and exploratory in terms of nature and method. The statistical population of the study is high schools in Khorramabad city, 25 of which have been selected based on the principle of theoretical adequacy and using purposive sampling method. In the qualitative part, a semi-structured interview was used to collect information, the validity and reliability of which were confirmed using CVR coefficient and Kappa-Cohen test, and the data obtained from the interview were analyzed using Atlas.ti software and coding method. And the antecedents and consequences of the modest leadership style were identified. In the quantitative part, a pairwise comparison questionnaire was used to collect information, the validity and reliability of which were confirmed by content validity and retesting and the most important factors and consequences were identified. The results show that among the antecedents of humble leadership, abandoning selfishness, accepting mistakes, appreciating and thanking others, sincerity and being critical are the most important factors, Increasing creativity and innovation, promoting participation and seeking participation and passionate and motivated teachers are also the most important consequences of this leadership style in high schools in Khorramabad.

Aim and Introduction. Organizations to get distance of environmental challenges and maintain competitiveness, past approaches and solutions lost need to use the capability and the current environment that requires new paradigms and perspectives. Therefore, agility is a strategic and new weapon to take advantage of potential opportunities as well as positively deal with environmental threats [20]. Agility almost rejects the old ways of doing things that fit the traditional operating conditions and emphasizes the approach that in a highly competitive environment, organizations need to be very flexible and very sensitive to change. [26]. On the other hand, research shows that 46% of the failures of organizations in making changes, organizational improvement and overall adaptation to environmental conditions, are due to incorrect leadership style [8]. Today, managing and leading advanced and complex organizations such as knowledge-based organizations in a highly dynamic and changing environment requires leaders who have the ability to adopt flexible and adaptable strategies based on external and internal dynamics, and from a broader perspective to Recognize and evaluate different conditions and respond quickly to these conditions. Leaders who have the adaptability and flexibility to lead in challenging and unpredictable situations [29]. In the management and leadership literature, these leaders known as agile leaders. Therefore, the aim of this study was to identify and explain the most effective and efficient components affecting agile leadership style using Fuzzy Dematel method.Methodology. This research is a type of research mixed with a qualitative and quantitative approach in the inductive paradigm, which applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population of the research was the managers of knowledge-based companies in Lorestan Province, about thirty experts selected according to purposive sampling method. In the qualitative part, a semi-structured interview used to collect information, the validity and reliability of which confirmed using CVR coefficient and Kappa-Cohen test, and the data obtained from the interview were analyzed using Atlas.ti software and coding method. Factors affecting agile leadership style identified. In the quantitative part, a pairwise comparison questionnaire was used to collect information, the validity and reliability of which were confirmed by content validity and retesting , and the most effective and influential components affecting agile leadership style were identified using the Fuzzy Dematel methodFindings. Factors affecting agile leadership style in knowledge-based organizationsincluding high flexibility, high communication skills, risk-taking and foresight, intellectual curiosity, high emotional intelligence, insight and having Broad vision, criticism and strong will and perseverance are in the cause group, which shows the importance and great impact of these factors on other parameters affecting the formation of agile leadership in knowledge-based organizations. In addition, cheerfulness and openness, strong social relationships, creative thinking, a relationship with respect, striving for self-improvement and employees, a relationship with support, empathy and intimacy, self-motivation and injecting passion and enthusiasm into employees, resilience High and belief in the abilities of themselves and employees are among the most effective parameters in the formation of agile leadership. In fact, these parameters are much more influential than other factors.Discussion and Conclusion. Leadership style is not only one of the key factors that determine the growth or failure of the organization, but also considered to determine the strategies that govern it [19]. In fact, leadership is the most important factor in the continuation of life and success in the organization and is a fulcrum around which all other variables interact [53]. One of the reasons for the vital importance of leadership in the organization is its strong influence on the behavior of followers, so that it is claimed that the role of leadership in the organization determines the difference between great success or complete failure [18]. Undoubtedly, the key to the success and growth of social organizations and enterprises is the result of the effectiveness and positive actions of their leaders (54). Therefore, the activity of knowledge-based companies in an environment full of change that requires rapid response and appropriate adaptation to these change, requires the presence of agile leaders with high flexibility and environmental awareness and the ability to make rational and effective decisions in complex, unstable and unstable environments. Rapidly changing knowledge-based organizations can bring these organizations to shore of success by undergoing dramatic changes and transformations. Agile leaders who have the necessary emotional intelligence and skills and can promote effective cooperation and teamwork in the organization by communicating effectively and understanding the feelings of employees to guide their organization well in difficult situations and uncertainties and high complexities.

 The aim of this study is to identify and prioritize the antecedents and consequences of agile leadership style using fuzzy Delphi method.

This research is a type of mixed  research with a qualitative and quantitative approach in the inductive paradigm, which is applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population of the research was knowledge-based companies in Lorestan Province, from which 30 experts were selected according to purposive sampling method. Data collection tools were in the qualitative part of the interview and in the quantitative part of the questionnaire.

 The results show that among the precedents of agile leadership, flexibility, creative thinking skills, stakeholder management ability, learner personality, high environmental awareness and digital literacy are the most important factors. Organizational Agility, increasing Employee satisfaction and commitment, increasing customer satisfaction and commitment, promoting creative thinking and avoiding stagnation, spreading the culture of continuous learning and increasing the efficiency and effectiveness of the organization are the most important consequences of this leadership style in knowledge-based organizations.Limitations & Consequences: Research limitations include difficult access to sample members and the time it takes to collect information from them, as well as the lack of literature and theoretical foundations related to agile leadership style.

Identifying and prioritizing the antecedents and consequences of agile leadership Style.Innovation or value of the Article: Agile leadership is a new concept in the leadership and management literature and research in this field is very limited in the country, so the present study by identifying the factors affecting this leadership style and its consequences, can also be a basis for further research and provide guidance for leaders and managers of knowledge-based organizations to make appropriate use of this leadership style.

Introuduction: 

Organizational citizenship behaviors are extra-role behaviors that improve the effectiveness of the organization.The aim of this study was to investigate the effect of abusive supervision on nurses' organizational citizenship behaviors with the mediating role of emotional exhaustion, in Khorramabad Shohadaye Ashayer Hospital.

The present study is a descriptive research in the field of field studies in terms of applied purpose and in terms of data collection, the method of which was survey. The statistical population of the study was 230 nurses working in Khorramabad Shohadaye Ashayer Hospital. Based on Krejcie and Morgan table, a sample size of 140 people was selected by stratified random sampling method. To measure the variables of the research, a questionnaire was used which included three sections of abusive supervision, emotional exhaustion and organizational citizenship behaviours. The reliability of the questionnaire was confirmed using Cronbach's alpha method and its validity was confirmed using convergent validity. For data analysis, structural equation modeling and Spss and PLS software have been used.

The results show that at the 95% confidence level, abusive supervision has a negative and significant effect on nurses' organizational citizenship behaviours and emotional exhaustion has a mediating role in relation to abusive supervision and nurses' organizational citizenship behaviours.

According to the findings, it can be said that abusive supervision directly disrupts the supervisor-nurse relationship, which leads to an increase in nurses' emotional exhaustion and a decrease in the level of organizational citizenship behaviors.

The purpose of this study was to investigate the effect of organizational cronyism on invisibility of employees with the mediating role of Psychological Contract Violation in government organizations in Lorestan province. In terms of purpose, the present study is an application that falls into the category of descriptive correlational research. The statistical population of the study was 1331 employees of general staff of Lorestan province based in Khorramabad city. According to the Morgan table, a sample size of 297 was selected by stratified random sampling. In order to measure the variables of the research, Mohammad Yari et al's invisible employee questionnaire (2018), Robinson & Morrison’s Psychological Contract Violation (2000) and the organizational cronyism of Arasli & Tumer 's (2008) have been used. The reliability of the questionnaires was confirmed by Cronbach's alpha. In this research, descriptive and inferential statistical methods have been used and to analyze the research data, structural equation modeling and pls software have been used. The results showed that organizational cronyism through Psychological Contract Violation has a positive and significant effect on invisibility of employees in government organizations of Lorestan province.

The global prevalence of COVID-19 virus and the implementation of the resulting restrictions have caused a great deal of fear and anxiety in the community, which in turn has led to many psychological problems. The aim of this study was to investigate the effect of fear of Covid 19 on psychological well-being of employees with the mediating role of job insecurity and moderator of mindfulness in Lorestan University of Medical Sciences.

The present study is a descriptive research in the field of field studies in terms of applied purpose and in terms of data collection, the method of which was survey. The statistical population of the study was 320 employees of Lorestan University of Medical Sciences. Based on Krejcie and Morgan table, a sample size of 175 people was selected by stratified random sampling method. To measure the variables of the research, a questionnaire was used which included four sections of fear of Covid 19, psychological well-being, job insecurity and mindfulness . The reliability of the questionnaire was confirmed using Cronbach's alpha method and its validity was confirmed using convergent validity. For data analysis, structural equation modeling and Spss and PLS software have been used.

The results show that at the 95% confidence level, fear of Covid 19 has a negative and significant effect on the psychological well-being of employees (β = -0.316; P <0.05); In addition, fear of Covid 19 through job insecurity has a negative and significant effect on employee psychological well-being (β = -0.324; P <0.05); Mindfulness also has a moderating role in the relationship between fear of Covid 19 and psychological well-being of employees (β = -0.069; P <0.05).

According to the findings, it can be said that fear of Covid 19 has a significant role in reducing psychological well-being of employees by creating job insecurity, Meanwhile, the component of mindfulness also has a moderating role in the relationship between fear of Covid 19 and psychological well-being, In other words, employees with higher mindfulness are less likely to experience a decrease in psychological well-being due to fear of Covid 19, so it is necessary to reduce the fear of Covid 19 in employees by strengthening mindfulness, which is also a trainable component.

bureaucratic culture on the reduction of protein talent of R&D staff in state-owned pharmaceutical companies. Conclusion The results of the analysis of the research data show that authoritarian leaders consider employees as inherently lazy and responsible as the X-McGregor theory and try to bring about bureaucratic culture in their organization under their strict control. . In such an environment, no diversification of work and promotion of excessive skill and knowledge are required, and any effort beyond the established standards will result in severe penalties. Therefore, the process of nurturing protein talent in such an organization is definitely going downhill, and even if one sets his or her career path apart from organizational goals, he or she will face severe penalties or be forced out of the organization. Unwittingly provided.

The aim of this study was to investigate the effect of Fear of COVID‑19 on psychological well-being in nurses with the moderating role of Resilience, in Khorramabad Shohadaye Ashayer Hospital.

The present study is descriptive research in the field of field studies in terms of applied purpose and in terms of data collection, the method of which was the survey. The statistical population of the study was 230 nurses working in Khorramabad Shohadaye Ashayer Hospital. Based on Krejcie and Morgan's table, a sample size of 140 people was selected by stratified random sampling method. To measure the variables of the research, a questionnaire was used which included three sections of Fear of COVID‑19, psychological well-being and Resilience. The reliability of the questionnaire was confirmed using Cronbach's alpha method and its validity was confirmed using convergent validity. For data analysis, structural equation modeling and Spss and PLS software have been used.

The results show that at the 95% confidence level, Fear of COVID‑19 has a negative and significant effect on nurses' psychological well-being (P<0/05; =β-0/509) and Resilience has a moderating role in relation to Fear of COVID‑19 and psychological well-being (P<0/05; =β-0/225).

According to the findings, it can be said that fear of Covid 19 has a significant role in reducing the psychological well-being of nurses, and among them, nurses with higher resilience have less psychological well-being than nurses with lower resilience.

The aim of this study was to investigate the relationship between positive leadership and Whistleblowing in the organization with the mediating role of psychological intimidation of employees in Lorestan University. The research is applied in terms of purpose and descriptive-survey in terms of method and nature. The statistical population of the study was 440 employees of Lorestan University. Based on Morgan's table, a sample of 205 people was selected by stratified random sampling. The data collection tool was a questionnaire whose validity and reliability were confirmed by appropriate statistical tests. For data analysis, structural equations modeling and Smart PLS software have been used. The findings show that positive leadership has a negative and significant relationship with psychological intimidation and a positive and significant relationship with employee Whistleblowing. Psychological intimidation also had a negative and significant relationship with employee Whistleblowing. This variable also had a mediating role in the relationship between positive leadership and employee Whistleblowing. The results show that positive leaders with their actions and behavior have an important role in awakening work conscience, organizational voice and instilling a sense of trust and psychological security in employees and make them to reportviolations and deviations of organizational without fear of the consequences of Whistleblowing.

 Organizations need creative and innovative employees to meet the challenges of their environment in order to survive and stay competitive. In the meantime, various factors affect the employees' creativity, including Machiavellian leadership and emotional exhaustion.

The purpose of this study was to investigate the mediating role of emotional exhaustion in the relationship between Machiavellian leadership and employees' creativity at Lorestan University.Research

The present descriptive-exploratory research is applied in terms of purpose and is based on the deductive research and positivism paradigm in term of philosophy. The statistical population of the study was 440 employees of Lorestan University. Based on Morgan's table, a sample of 205 people was selected by stratified random sampling. In order to measure the variables of the research, the (Dahling et al’s, 2009) Machiavellian leadership Questionnaire, (Wang et al’s, 2013), creativity Questionnaire and the (Maslach & Jackson’s , 1981) emotional exhaustion Questionnaire were used and Their reliability was confirmed by Cronbach's alpha. For data analysis, structural equations modeling and PLS software have been used.

Findings show that Machiavellian leadership has a negative and significant relationship with employees' creativity and a positive and significant relationship with emotional exhaustion, emotional exhaustion has a negative and significant relationship with employees' creativity, also Machiavellian leadership has a significant negative relationship with employees' creativity through emotional exhaustion.

The overall results of the study show that Machiavelli leaders by increasing their personal interests over organizational interests and using tools as employees to achieve their goals increase employee stress and emotional fatigue, which in turn reduces employees' creativity.

The nursing profession is basically stressful in nature. In the meantime, the spread of the coronavirus and its rapid spread throughout the country has caused the over-normal influx of patients infected with this virus to hospitals and increased nurses' work stress. Therefore, the aim of this study was to investigate the effect of Coronavirus Stress on Job burnout in nurses with the moderating role of psychological capital in Khorramabad Shohadaye Ashayer Hospital.

The present study is a descriptive research in the field of field studies in terms of applied purpose and in terms of data collection, the method of which was survey. The statistical population of the study was 230 nurses working in Khorramabad Shohadaye Ashayer Hospital. Based on Krejcie and Morgan table, a sample size of 140 people was selected by stratified random sampling method. To measure the variables of the research, a questionnaire was used which included three sections of Coronavirus Stress, Job burnout and psychological capital. The reliability of the questionnaire was confirmed using Cronbach's alpha method and its validity was confirmed using convergent validity. For data analysis, structural equation modeling and Spss and PLS software have been used.

The results show that at the 95% confidence level, Coronavirus Stress has a positive and significant effect on nurses' Job burnout and psychological capital has a moderating role in relation to Coronavirus Stress and Job burnout. 

According to the findings, it can be said that Coronavirus Stress has a significant role in increasing nurses' Job burnout, and in the meantime, nurses with stronger psychological capital suffer less burnout than nurses with weaker psychological capital. Therefore, it is necessary to reduce the stress of Coronavirus disease by strengthening the psychological capital of nurses, which is a teachable component, and also equipping nurses with the best equipment.

Professional ethics is the missing link in government agencies, and due to the lack of mechanisms for linking individual and organizational interests, some types of misconduct such as organizational bullying have spread to such organizations. This study investigates the relationship between organizational bullying and reduction of professional ethics of employees in government agencies of Lorestan province.

This is a descriptive-correlation research.The statistical population of the study was 1317 employees of general offices of Lorestan province located in Khorramabad city. Based on Morgan table, a sample size of 297 was selected by stratified random sampling method. In order to measure the variables of the research, organizational bullying questionnaire and professional ethics questionnaire have been used. The reliability of the questionnaire was confirmed by Cronbachchr('39')s alpha. For data analysis, structural equation modeling and PLS software have been used.

The results indicate that at 95% confidence level, organizational bullying reduces professional ethics.

According to the findings, organizational bullying can play a significant role in reducing professional ethics and its dimensions including responsibility, honesty, respect for others,  respect for social values and norms, justice and fairness, sympathy with others and loyalty. However, it leads to an escalation of supremacy and competing in government agencies

Given the shortening of the life cycle of products and the competition intensity in the food industry, opportunism and the timely implementation of opportunities is regarded as a key and winning feature in this industry. Related companies have used various measures to improve this capability, including structural capital and strategic agility. Therefore, the purpose of this study is to investigate the effect of structural capital on identifying business opportunities in the food industry through the mediating role of strategic agility.

This empirical study is a descriptive correlational research. In terms of philosophy, this research is a deductive research based on the positivist paradigm. Besides, this research is considered cross-sectional in terms of time. The structural capital questionnaire proposed by Yasin et al. (2016), the strategic agility questionnaire proposed by Konha et al. (2019), and the opportunity identification questionnaire by Sambasivan, Abdol, and Yousef (2009) were used to measure the research variables. Structural equation modeling and PLS software have been used to analyze the data.

This study investigates the relationship between structural capital and strategic agility, as well as the effect of such relationships on the opportunism among 200 Iranian food companies with a variety of products. These large companies are regarded as leaders in offering new products. The results of PLS-SEM reveal that there are significantly positive relationships between structural capital, strategic agility, and opportunism of companies. In addition, strategic agility variables such as strategic sensitivity, resource fluidity, and bright perspectives have a significantly positive effect on identifying business opportunities. Besides, strategic agility plays the mediating role between structural capital and the identification of opportunities. Therefore, the present study can confirm the significant effect of structural capital on increasing strategic agility and identifying business opportunities in the food industry.

The findings of this study can help raise awareness of strategists and senior managers of food companies about the significant role of structural capital and strategic agility in the constant monitoring of the industry. In addition, it can improve opportunism capability in these companies.

The purpose of this study is to investigate the role of green structural capital in industrial waste management with the mediating role of Green Organizational Culture. The research population consists of 190 managers and supervisors of Mobarakeh Steel Company who have relevant information and records to the research topic. To determine the sample size, Krejcie and Morgan tables were exploited and sample size of 123 persons was provided. In order to measure the variables of research, Chang-Fan structural capital inventory (2011), Indian Industrial Waste Management (2002), and Harris & Crane's Green Organizational Culture (2002) have been used. The reliability of the questionnaire was confirmed by Cronbach's alpha and combined reliability. Data analysis has been provided by structural equation modeling and PLS software. Research findings at 95% confidence level indicate that green structural capital on industrial waste management with a coefficient of 0.556 (significant level of 0/000), Green structural capital on organizational culture with a coefficient of 0/450(significant level of0/000), Green corporate culture on industrial waste management with a coefficient of 0.351(significant level of 0/000) and finally, green capital through organizational culture on industrial waste management with a coefficient of 0.216 (significant level of 0/000) have a positive and significant effect.

The purpose of this study was to investigate the effect of career path competencies on employability by considering the mediating variable of career path success and the variable of career path shock adjustment in the Iranian Association of Certified Public Accountants. The present research is applied in terms of purpose and descriptive survey research in terms of method. The statistical population of the study is 396 members of the General Assembly of the Iranian Association of Certified Public Accountants, from which a sample of 195 people was selected by simple random sampling based on Morgan's table. Standard questionnaires were used to collect research data, the reliability of which was confirmed by Cronbach's alpha method. Structural equation modeling has been used to analyze the data. The results of data analysis show a positive and significant effect of career path competencies both directly and through career success on the employability of employees. The results also showed that career path shocks moderate the effect of career path competencies on the employability of employees.

The purpose of this study is to investigate the relationship between proactive personality and psychological well-being in nurses of Shahid Rahimi hospital in Khorramabad, when the job crafting has been considered as a mediating role. The statistical population of the study was 456 nurses of Shahid Rahimi hospital in Khorramabad city. According to the Morgan table, a sample size of 205 was selected by stratified random sampling. In order to measure the variables of the research, the (Bateman, and Crant’s, 1993) Proactive personality Questionnaire, (Ryff and Keyes’s, 1995), Psychological well-Being Questionnaire and the (Tims et al’s, 2012) Job crafting Questionnaire were used. For data analysis, structural equations modeling and Amos software have been used. The results of the research show that proactive personality has a positive and significant relationship with psychological well-being and job crafting directly, also The results showed that job crafting mediates the relationship between proactive personality and employee psychological well-Being.

The purpose of this study is to investigate the relationship between authoritarian leadership and employees' deviant workplace behaviors in governmental organizations of Lorestan province, when the psychological contract violation has been considered as a mediating role. The statistical population of the study was 1317 employees of general staff of Lorestan province based in Khorramabad city. According to the Morgan table, a sample size of 297 was selected by stratified random sampling. In order to measure the variables of the research, the (Shu, Chiang and Lu’s, 2018) Authoritarian Leadership Questionnaire, (Morrison and Robinson’s, 2000), Psychological Contract Violation Questionnaire and the (Bennett and Robinson’s, 2000) Deviant Workplace Behaviors Questionnaire were used. For data analysis, structural equations modeling and Amos software have been used. Also, the Sobel test with the VIF statistic indicating the severity of the indirect effect through the mediator variable was used to evaluate the effect of the mediator variable. The results of the research show that authoritarian leadership has a positive and significant relationship with deviant behaviors and psychological contract violation directly, also The results showed that psychological contracts violation mediates the relationship between authoritarian leadership and employee deviant behaviors.

Staff voices and their constructive protests are one of the most important factors affecting organizational change and act as the antidote to laziness. Although many factors, such as authoritarian leadership style and bureaucratic culture, promote organizational silence in most Iranian organizations, empowering leadership and spiritual capital in some Institutions, such as university, encourage constructive protests. The purpose of this study was to investigate the effect of empowering leadership on constructive voice of employee by considering the mediator variable of spiritual capital in the employee of Imam Khomeini Naval University of Noshahr. The present descriptive-exploratory research is applied in terms of purpose and is based on the deductive research and positivism paradigm in term of philosophy. The statistical population of the study was 588 employees of Imam Khomeini Naval University of Noshahr. Based on Morgan's table, a sample of 233 people was selected by stratified random sampling. In order to measure the variables of the research, the (Arnold et al’s, 2000) empowering leadership Questionnaire, (Liang et al’s, 2012), constructive voice Questionnaire and the (Mas-Machuca and Marimon’s, 2019) spiritual capital Questionnaire were used and Their reliability was confirmed by Cronbach's alpha. For data analysis, structural equations modeling and PLS software have been used. The results of the data analysis show the positive and significant effect of empowering leadership both directly and through spiritual capital on constructive voice of employees.