مجید جهانگیر فرد

Meritism is one of the important criteria in the administration of any One of the concerns of the police is to provide optimal services to the beneficiaries. The pattern of competence is the introduction to achieving this. researcher Designing the competency model of police commanders with a future research approach made it his goal for this purpose.

The present research is applied-developmental in terms of purpose which was used with the future research approach with interpretativesymbolic method and expert panel. Community Verified icon16 experts of the academic staff and officials were selected by non-random purposeful accumulation (snowball) sampling method. A semi-structured panel interview was conducted. Validation of the qualitative part was done through expert consensus and factorial analysis. he results of the quantitative part of the questionnaire (160 people) were also calculated, exploitation and prioritization of indicators, components and dimensions. Quantitative data analysis with descriptive statistics of frequency and percentage (inferential statistics) of T-Student, Friedman, and qualitative content analysis (theme analysis) was used to analyze the interviews.

By analyzing the content of the interviews, 2 dimensions, 6 components and 23 indicators were finally obtained. In the functional dimension of the leadership characteristics component with a coefficient of ./862 in the first priority, Management features with a coefficient of ./782 in the second priority And the characteristics of command with a factor of ./629 were placed in the third priority. In the skill dimension, the component of professional characteristics with a coefficient of ./810 is the first priority, Media features with a coefficient of ./744 in the second priority, And momentary features with a factor of ./638 were placed in the third priority.

Employing competent commanders in future police sight involves strategic and purposeful planning It is in line with the realization of two functional and skill dimensions. In the meantime, by focusing on the top components and indicators in each dimension, the police has a bright future ahead for the commanders.

The main goal of the current research is to institutionalize an organizational culture based on synergy. In this research, descriptive-quantitative research method was used. The statistical population of this research included all employees (Tourism Holding - Parsian Hotels Group), the sample size was 165, and the sampling method was random. The questionnaire tool was made by the researcher, and its validity was verified by face validity and reliability with Cronbach's alpha test and it was 0.88. Structural equation method with PLS Smart software was also used for data analysis. The findings showed that all the factors constituting the organizational culture institutionalization model based on synergy in the tourism holding of Parsian Hotels Group (team building, cohesion, structure, innovation, support, motivation, participation and performance) are significant at the 95% confidence level, and as a result, the overall fit of the model GOF was equal to 0.65, which shows the usefulness of the model. Based on this, it can be concluded that the proposed model of institutionalization of organizational culture and synergy in the tourism holding of Parsian Hotel Group can be considered by its management.

The increasing importance of organizational agility in the past three decades has led to its increased application in this field. This research aims to present a model of organizational agility for the Iranian Charity Organization (ICO) with an emphasis on public participation in developing sustainable cities.

The purpose of this research is a developmental-applied study that was conducted with a mixed exploratory (qualitative-quantitative) approach. Qualitative content analysis was used to design the organizational agility model for the development of public participation using Clark and Brown's 6-step coding method. Textual data related to the research topic were analyzed, and agile themes were identified. Then, an organizational agility model based on the development of public participation with an overarching theme, 6 organized themes, and 22 basic themes was developed and proposed. In the quantitative part of this research, a survey was conducted among the managers and heads of endowment departments and charity organizations in the whole country. Two hundred twenty questionnaires were distributed among the statistical population; with continuous follow-up and using Cochran's formula, 200 people were selected randomly. Data collection was done through a researcher-made questionnaire, and PLS-Smart software was used to evaluate the external and internal validity of the model. The goodness of fit index, or GOF, is used to measure the overall strength of the research model. This measure is a number between zero and one; the closer it is to one, the better the quality of the model will be. Obtaining a value of 0.798 for the goodness of fit index (GOF) in the research model indicates a very good overall fit of the model.

Surveys show that waqf plays an essential role in the sustainability of cities in various dimensions, including economic, social, cultural and environmental. Waqf can be used as a sustainable source of financing urban development projects, especially in the fields of education, health, housing and social welfare. Endowments can play a role in improving the quality of life of city residents, especially in the fields of education, health and social services; and help preserve and restore the cultural and natural heritage of cities.The findings showed that organizational agility in promoting public participation is a multi-dimensional structure that includes the following 22 dimensions and indicators:Individual competencies (employees' competence, managers' competence, and the competence of dedicated people), customization and quality improvement (trust, understanding of needs, access to services, sense of responsibility, humility and respect), virtualization (outsourcing of services, supply of goods, provision of face-to-face services), institutionalization of education and learning (clarification, free access to information, flexibility, improvement of joint operation processes) and extra-organizational interaction (interaction with influential people, interaction with institutions, interaction with organizations).Strengthening these dimensions can increase the ability of organizations to adapt to environmental changes, respond to the needs of stakeholders and leverage active public participation to guide cities towards sustainable development. In addition, the external model showed satisfactory composite reliability and convergent validity, and all factor loadings exceeded 0.4 in the first-order factor analysis. Second-order factor analysis showed that all path coefficients were significant and confirmed the causal relationships between dimensions and components.

The proposed model, in the form of a multi-dimensional construct, provides a useful framework for understanding the nature of organizational agility in developing public participation in ICO for officials, managers, and experts in this field. Based on the results of the research, it is suggested to the top managers of the Oghaf organization that they make the organization agile through the implementation of all six dimensions obtained and that people's participation in this organization should be increased while becoming agile. Individual competencies state that the agility of endowment and charity organizations in order to increase public participation requires emphasizing the competencies of key stakeholders, including managers, employees, and endowment members. Emphasis is placed on the use of a competence approach in training employees and developing managers. Interactions outside the organization state that the agility of the endowment organization in order to increase people's participation requires the development and expansion of extra-organizational interactions. It is suggested that the managers of the organization strengthen these interactions, including interactions with related organizations, NGOs, and influential people in society.

It can be rightly claimed that the key position and strategic role of human resources management in increasing productivity and organizational efficiency, creating commitment and job attachment and improving the performance of employees has not been determined for many executives in Iran and the need to have such a unit in the organization is believed.Considering the importance of human resources in the organization and its role in the growth and realization of organizational goals, dealing with the concept of human resources productivity is one of the most important concerns of managers today. Based on this, considering the wide range of services of this welfare organization and the importance of providing these services in removing deprivation and preventing social harms, the productivity of this organization has a direct role in reducing a wide range of social problems, and its various dimensions should be investigated for the development of productivity. The purpose of the current research is to design the model of human resources productivity in the social field of Iran's welfare organization. This research is practical in terms of purpose. The information is collected in the form of a survey. The research philosophy is interpretive. The statistical population of the current research is the experts of the welfare organization who are selected in a non-random and purposeful manner, the interviews with the experts are semi-structured and after 17 interviews, theoretical saturation is reached. We made an agreement, which resulted in counting 502 codes, 92 categories and 10 indicators, and finally producing 2 main themes named internal factors and external factors. Next, using the ANP method, the importance of the indicators identified from the qualitative content analysis stage was examined, among which political factors were the most important and individual factors were the least important among the identified factors.

This study aimed to develop a learning-based model of organizational entrepreneurship, utilizing structural equation modeling, within the context of Iran’s health insurance organization.

The study’s statistical population consisted of all managers and employees of the Iran Health Insurance Organization, estimated to be 500 individuals. Using the Cochran equation, 217 individuals were randomly selected as a statistical sample. Data was collected via a researcher-made questionnaire consisting of 86 items. Thirty experts confirmed the questionnaire’s face and content validity, and its reliability exceeded 0.7 in a preliminary test with 30 subjects across all variables under investigation. Descriptive statistics methods were employed for data analysis using SPSS version 22 software, while inferential statistics were conducted using structural equation modeling in Smart PLS version 2 software.

The study’s findings showed that causal factors significantly influence the central phenomenon and that the background factors, the central phenomenon, and intervening factors all impact the strategies employed. Furthermore, these organizational strategies influence the consequences. Specifically, an increase of 1 unit in strategies results in an increase of 0.919 in consequences.

Based on the results obtained, it can be inferred that organizational learning enhances creativity and fosters the generation of knowledge and new ideas. Therefore, it is crucial to consider the impact of causal factors on the central phenomenon, the role of contextual factors, and the influence of intervening factors on strategies, which subsequently affect the consequences.

In any organization and office, management is very important as a key factor in improving performance and improving the quality of services provided by that office. For this purpose, it is essential to have managers with the necessary competencies and strong management abilities. Therefore, the purpose of this research was to evaluate the competencies of agricultural Jihad managers with a qualitative approach. This research is applied in terms of purpose and qualitative in nature which was analyzed. In the first stage, qualitative method and in-depth interviews were used to identify the components of the model. In the qualitative section, 15 experts, including academic professors of public administration and senior managers of the Ministry of Jihad and Agriculture, were selected in a targeted manner. In order to analyze the data of the qualitative part, the theme analysis method was used using MaxQuda software. The results of the qualitative part showed that it included 219 primary themes, 91 organized themes, 38 comprehensive themes and 5 main themes including economic competence, professional-management competence, moral-religious competence, political competence, cultural-social competence. Considering the importance of the Ministry of Agricultural Jihad in the development of our country, it is very important to have managers with the necessary competencies and strong management abilities. Also, according to these qualifications, managers of agricultural jihad can play an important role in sustainable development and increasing productivity in agriculture and natural resources of the country. These competencies are needed as an important guide for the selection and development of agricultural jihad managers.

The purpose of this research was to design the model of organizational virtue along with identifying and prioritizing dimensions, components and indicators and validating the proposed model of organizational virtue with a qualitative approach in the Ministry of Keshavarzi Jahad. The method of conducting the present research is a mixed method (qualitative-quantitative) and the statistical population was 12 experts who were answered using the interview tool. In this research, in order to analyze the data in the qualitative part of the method Theme analysis (theme analysis) was used, and based on the results, the research pattern according to the output of Atlas T software, including 1 overarching theme (organizational virtue model with a qualitative approach in the Ministry of Jihad Agriculture) and 7 organizing themes (health, responsibility, trust, forgiveness, justice-oriented, cohesion, opening horizons) and 24 basic themes (financial health, moral health, work health; social responsibility, economic responsibility, legal responsibility, environmental responsibility; honesty, transparency, goodwill , competence; sympathy, sacrifice, kindness; justice in the establishment of laws, justice in the implementation of laws, justice in relationships between people; harmony, adaptability, solidarity; optimism, fulfillment of obligations, happiness, growth.

With rapid environmental change, the emergence and complexity of new jobs and tasks, and competition in today's rapidly changing business environment to meet customer needs, the role of education and change in knowledge, skills, abilities and behavior of staff is tangible. Implementation of training and development of human resources causes people to be able to effectively continue their activities in accordance with organizational and environmental changes and increase their efficiency.The present study aimed to identify and explain the components and indicators of training and development of Knowledge-based human resources training and development strategy in the banking industry in the public sector. First, using theoretical literature the components of training and development strategy and knowledge management were extracted extracted, and in the next part, through Delphi method and interviews with 15 human resource management experts in Bank Mellat, using a semi-structured questionnaire , components and indicators of Knowledge-based staffing strategy were determined. After designing the pairwise comparison questionnaire, the opinions of human resources experts were collected and the components and indicators were weighted and ranked. According to the research findings, To successfully implement knowledge management in the training and development strategy in the field of human resources must be in five areas : Determining educational needs, determining the goals of education and human resource development, determining the content of courses, applying the principles and foundations of learning,Implementation and evaluation ;paid attention to a total of 24 indicators in the fields of structure, value and behavior in knowledge management.

The main goal of the research is to identify the antecedents and consequences of the green human resources strategic management system. In order to achieve the goal of the research, the grounded theory research method has been used to develop the adopted research model. The participants of the study included 14 academic experts from top-tier universities and managers of water and wastewater companies, who were selected based on the principle of theoretical adequacy, using the purposeful sampling method. A semi-structured interview has been used for data collection. The results of the present research led to the identification of 12 main categories and 41 subcategories using a grounded theory approach. In order to design a green recruitment model, personality factors, green process development, technological conditions, waste management system implementation, green organizational culture, green intellectual capital, green communication were introduced as consequences and green energy consumption management, green health and safety management, economic factors and green performance improvement were identified as consequences of strategic management system of green human resources.

Human resource management in any organization is the main key to achieving the goals of the organization; because new ideas for prosperity and innovation are the achievement of new products.

The purpose of this study was to evaluation of cognitive and educational-motivational indexes affecting human resource risk management.

The research method is descriptive-survey. The statistical population included all the employees of Tejarat Bank of Tehran province in 2021. 310 people were selected as a statistical sample using the cluster sampling method. The demographic characteristics and Human Resource Risk Management Questionnaires were distributed and collected after completion. Pearson's correlation coefficient and structural equation model method were used to analyze the data. Data analysis was done using SmartPLS software version 4 and SPSS software version 20.

The results showed that the cognitive index with 7 components and the educational-motivational index with 6 components have a significant relationship (0.77 to 0.84) with human resources risk management. Also, the current research showed that the cognitive indexes of job satisfaction, organizational commitment, reduction of job burnout, and educational-motivational index of job productivity has a significant and direct effect on human resource risk management (P<0.05).

Based on the results of the present research, job satisfaction, organizational commitment, reduction of job burnout and job productivity have an important effect on human resource risk management; so that, the people who have more freedom of action and participation in decision-making can increase the satisfaction, awareness, and motivation of employee's.

The success of organizations in achieving strategic goals is highly dependent on how the managers of that organization perform, and this success is more directly related to the selection and appointment of competent and knowledgeable managers at the top of the organizational pyramid. Competency-based management is a strong approach to developing and maintaining the organization's human capital in the long run, and competency models are a useful tool for identifying and developing the knowledge, skills and abilities needed by managers. In general, competency is a set of knowledge, skills, attitudes, abilities, interests and personality traits that enable employees to perform job-related activities effectively and perform job performance as expected or beyond expectations. Do." In accordance with the competencies defined in the evaluation center of the managers of the National Iranian Gas Company and according to the nature of trainable competencies, three categories of communication competencies, managerial and leadership competencies, cognitive and one category of untrained personality competencies have been defined. In this article, we have tried to achieve a set of core competencies in the field of competencies of gas industry managers, which has been achieved based on the performance of managers in organizational excellence. These core competencies are the beacon of the organization in achieving strategic goals and can be purposefully effective in the shortest time and with the least cost in the development process of the managers of the organization.

Knowledge is a key factor and strategic resource for acquiring intangible assets that can lead to higher growth. Social capital can help organizations to manage knowledge and create sustainable competitive advantage. This study aimed to identify the components of social capital in knowledge management in the banking industry.Using the snowball sampling method, 15 people of mellat bank experts in sectors of human resources, training and planning were interviewed and content analysis method were used to analyze the interviews. The research findings were identified using a semi - structured questionnaire in delphi method by experts. Finally, weighting and ranking of components were carried out using ahp method and expert choice software.Results show that the components of the strategy of knowledge based social capital in the banking industry are three components of communication between individuals, trust between individuals, goals and shared values between individuals.Considering that human resource management practices potentially can develop the depth and content of social capital in an effective way , it is suggested that a knowledge-based social capital strategy be implemented in banks.

The purpose of this research is to present the model of excellence of the structural equations of the dimensions and components of the organizational architecture of the country's tax affairs. In terms of the purpose of the present research, and in terms of the data collection method, descriptive-correlation, and in terms of the nature of the data, a quantitative method has been used to conduct the research. A person was selected as a sample. The indicators and factors identified by the excellence model approach were distributed and collected among the samples through the questionnaire, the validity of the questionnaire was confirmed through content validity (CVR, CVI) and reliability through Cronbach's alpha. The results of data analysis showed The causal factors of the organizational architecture with its intervening and contextual factors lead to the strategies that are used in tax affairs, which lead to the results of excellence in the country's tax affairs, which differentiates it from other government organizations and can provide the highest level of quality management to its beneficiaries. In order to create and enjoy a favorable tax organization, operational processes should be implemented with the organizational puzzle excellence model in achieving the vision of tax authorities as an intelligent, law-abiding, authoritative organization trusted by the stakeholders.

The principle of "rule of law" is considered one of the most important features of governance, the exercise of governance and good governance in the contemporary era. The main goal of this research is to explain the interactive relationships of legal governance in the public sector of Iran using Delphi and Fuzzy Dematel techniques. The research expert community is 12 people and the statistical community is 100 academic experts and managers of government organizations, whose statistical sample is 80 people based on the simple random method and based on Morgan's table. Cronbach's alpha test was used to verify reliability and GOF index was used to verify validity. This research aims to review the literature related to the rule of law, identify the basic indicators of the rule of law using the Delphi method, and using the fuzzy Dematel method, a systematic model for modeling and the effect of the components, and finally a structural equation model for fitting. Provide a rule of law model. The results of the research show that the dimensions of the rule of law are: political freedoms, civil and social freedoms, economic rights, welfare rights, administrative and executive rights, judicial freedoms. According to the results of Dematel, welfare rights, administrative and executive rights are the most effective components and political freedoms, judicial and criminal freedoms, social and civil liberties, economic rights are the most effective components. The obtained results can help public policy makers and managers of executive and judicial institutions in establishing the principle of rule of law.

Nowadays, one of the necessities for every organization is an assessment and monitoring system in performance management form, monitoring the organization’s plans with a systemic approach at all levels, besides providing the feedback required to pave the way to achieve the predetermined objectives. The present study was aimed at designing a model for an organization’s performance management in the oil industry. It was carried out in two qualitative and quantitative phases by fuzzy Delphi and exploratory factor analysis methods, as well as confirmatory factor analysis (CFA). The qualitative phase was progressed by semi-structured interviews with 20 experts in oil industry and academic experts. In the quantitative phase, 241 senior and middle managers were chosen as the statistical sample. Based on the qualitative phase’s results and the fuzzy Delphi method, four main components (regulatory, recognition of criteria and dimensions of performance, executive plan and performance measurement, and continuous performance improvement) and 31 sub-components were identified for the organization’s performance management. The results of the exploratory factor analysis in quantitative phase revealed that 96.366% of the total variance is explained by these 31 components. Furthermore, according to the confirmatory factor analysis results, regulatory component affects the recognition of performance measures dimensions with the size of 0.771; recognition of criteria and dimensions of the performance has an effect with the size of 1.063 on the executive plan and performance measurement; and finally, the executive plan and performance measurement have an effect with the size of 1.056 on the continuous improvement and modification.

Today, the valuable importance of relationships in societies is not hidden to anyone, considering that the relationship between managers and their employees has an undeniable role in their success. The current research was carried out with the aim of designing a model of managers' relationships with employees, focusing on the hermeneutic approach at Yasouj University of Medical Sciences.Semi-structured interviews were used to collect data.  In terms of purpose, this research is in the category of applied research. The philosophical foundations of the present method are symbolic-interpretive paradigm, its approach is inductive, qualitative research, to analyze the data from the  Ground theory of the foundation  and purposive sampling has been used. The knowledge and experiences of 15 university professors and experts working in the headquarters of Yasouj University of Medical Sciences were used for interviews in accordance with the saturation rule at the subordinate level. The data obtained from the interviews during the open, axial and selective coding processes led to the creation of a relationship model with employees, which resulted in the level of subordinates including: productivity, organizational justice, coordination, administrative consent, recognition and prevention, conflict reduction and loyalty and commitment the manager. The results of the study showed that managers to establish effective and continuous relationship with their employees in order to achieve organizational goals and individual success during the tenure, as well as to pay attention to employees' issues and problems in relationships.

Today it is clear that both modernizing and smartening tax system cause to increase tax revenues and moves the country's economy towards transparency and tax justice. This article aims at presenting a paradigmatic model of the organizational architecture of tax affairs based on the information technology governance in the state tax organization by using data method, a qualitative research method based on the theory derived from data (including open, central and selective coding stages) and using the Strauss and Corbin's systematic approach to collect data from in-depth and semi-structured interviews using purposeful snowball sampling with a number of 15 interviews (to the saturation stage) of managers and experts.

The current research was conducted with the aim of designing a sustainable human resources planning and management model in the Iranian petrochemical industry based on the future research approach. In terms of the objective, the current research is a type of applied and mixed quantitative and qualitative research, and in terms of the implementation method, it is a descriptive-survey type of research. The statistical population of the research includes 15 experts who are the decision team in identifying the indicators and dimensions of the variables, which were used by the non-random (targeted) method and the snowball method. The findings of the research show that the sustainable human resources planning and management model based on the future research approach consists of four main dimensions (input, organization, process, output) and 15 components and 53 indicators. These findings were obtained in three stages from expert questionnaires, first stage Delphi technique and second stage Delphi technique. The results of the research indicate that in the design of sustainable human resource management model in Iran's petrochemical industry based on the future research approach, attention should be paid to the four dimensions of sustainable human resource management: input, organization, process and output.

The present study was conducted considering the importance and effects of employees 'relationships with superiors in organizations with the aim of designing a model of managers' relationships with superiors focusing on the hermeneutic approach. In order to collect data, semi-structured interviews using the philosophical foundations of the present method, the symbolic-interpretive paradigm, its inductive approach, qualitative research and purposive sampling have been used. The knowledge and experiences of 16 university professors and specialists working in the headquarters of Yasouj University of Medical Sciences were used for interviews in accordance with the saturation rule at the subordinate level. The data obtained from the interviews during the open, axial and selective coding process are 16 main categories and 23 sub-categories, which led to the creation of a model of relationships with superiors. The consequences of this level of communication include: increasing effectiveness, recognition of employees and the organization, interaction and synergy, and the growth and development of employees. The results of the research showed that employees have effective and constructive communication with their superiors to achieve organizational goals, individual success, and work progress. establish their own.

Performance is a set of activities and actions that are performed to achieve certain goals and it is important because improving the performance of human resources of any organization has a significant impact on its overall productivity. The purpose of this study is to investigate and explain the factors affecting employee performance using the artificial neural network model. The statistical population of this study consists of 1853 employees and managers of staff units and branches of Iran Insurance Company located in Tehran province. To test the hypotheses, the survey research method was used with some questionnaires and also stratified random sampling method. The final Harry and Goldsmith Performance Questionnaire, Dick and Metcaf's Organizational Commitment, Allen and Mir Indigenous Professional Commitment, and the Researcher-Made Value Commitment Questionnaire were distributed among managers and experts of Iran Insurance Company using R software and artificial neural network model to determine how effective Input variables were used on performance and their comparison. Research findings show that three types of organizational, professional and value commitments each affect performance to a different extent. Also, each of the organizational variables of reward and human resource planning along with different types of employee commitment show a different degree of effectiveness.

This study was conducted with the aim of designing a model of employee relations with colleagues based on a hermeneutic approach and in order to better understand the relationships and relationships between employees. Semi-structured interviews were used to answer the research questions and Strauss and Corbin model was used to analyze the data. Philosophical foundations of the present method are symbolic-interpretive paradigm, its approach is inductive and the quality of research is qualitative. The statistical population of the study is 15 university professors and specialists working in the headquarters of Yasouj University of Medical Sciences, which was according to the saturation rule and using purposive sampling method. The data obtained from the interviews during the open axial and selective coding process led to the development of theory and the design of a staff relationship model. The results of the study include: learning, improving behavior, joint efforts, empathy, reducing conflict and violence, satisfaction, team and group formation, increasing power and increasing deviant behaviors. It is expected that due to the existence of social and human interactions, indicators of substantive reason such as social responsibility, commitment, attention and care of colleagues and observance of ethical and human principles prevail over employees.

Human resources as the most important assets of knowledge organizations and a source of creativity and innovation that have individual capabilities, talent, knowledge, experience, skills, abilities and attitudes, are the main foundation of organizational success. Sustainable in Iran's petrochemical industry is based on the future research approach. The purpose of the research is applied research and developmental and qualitative research and its implementation method is descriptive-survey research. The statistical population of the study is 15 experts who as a decision team in identifying indicators and dimensions of variables using non-random (targeted) method and snowball method . The research findings indicate that the model of sustainable human resource management in the Iranian petrochemical industry is based on a future research approach consisting of four main dimensions (input, organization, process, output) and 15 components and 53 indicators. These findings were obtained in three stages of expert questionnaires, the first stage Delphi technique and the second stage Delphi technique, which should be considered in all four dimensions.

The rule of law is one of the topics that has attracted the most attention of politicians and other thinkers in the fields of management and politics. Today, this claim has become a plausible claim that until the rule of law is established in a country and brought to the attention of the rulers, that system is not a political system in the modern sense. That is why today, the beginning of any talk about democracy and democratic institutions is the rule of law. The purpose of this study is to provide a new framework for the rule of law in the Iranian public sector.

The rule of law is one of the topics that has attracted the most attention of politicians and other thinkers in the fields of management and politics. The purpose of this study is to analyze and explain the implementation of the rule of law in gaining public trust and social participation with a game theory approach (Case study: Ministry of Energy). For this purpose, the Delphi technique was first used with 15 academic experts and organizational managers. As a result,, 5 new components in the field of rule of law have been identified, such as observance of administrative jurisdiction, legitimacy for administrative decision, observance of administrative formalities, legal causes of administrative decision and administrative decision compliance with law. New components and factors were also identified for public trust and social participation; Then, a questionnaire containing the mentioned components was distributed among 384 people, including all managers, employees and subscribers of the West Mazandaran Power Distribution Company, which is one of the affiliated organizations of the Ministry of Energy. It should be noted that the validity and reliability of the present study have been proven through confirmatory factor analysis, Cronbach's alpha and composite reliability using PLS software. Finally, using the game theory approach, the function of player utility (Ministry of Energy and Customers) was programmed in MATLAB space and then by calculating the mixed equilibrium, it was shown that the rule of law can increase public trust and social participation in Western Mazandaran Electricity Distribution Company to improve.