محسن جاجرمی زاده

The green human resource management is a new management philosophy based on the green movement in relation to the protection of our environment and a model in which the concept of green is used in the field of human resource management. The present study was conducted to identify and rank the priorities of green human resource management. The method of this research is descriptive survey and the statistical population included twenty professors of Shiraz University of Medical Sciences. In this regard, a pairwise comparison questionnaire was developed and distributed among research experts and then collected using Expert Choice software. AHP and fuzzy Delphi techniques were used to rank the antecedents. Findings showed that organizational factors with a weight of dimensions of 0.627 were ranked 1st and among its components, the quality of human resources with a weight of 0.359 was ranked first. Technological factors with a weight of 0.289 dimensions were ranked second and its advantage component was ranked first. Environmental factors with a weight of dimensions of 0.084 ranked third and among its components, government support with a weight of dimensions of 0.336 was ranked first. The overall findings demonstrated that organizational factor was ranked first in terms of importance, technology factor was ranked second and environmental factor was ranked third in terms of weight.

This study is a step towards providing services to government organizations through social media and measuring its impact on citizen satisfaction. Rail Transport Organization, as a service organization under the municipality, always in order to better manage affairs, seeks to meet the expectations and needs of its passengers. By facilitating communication with citizens and increasing its speed and effectiveness, social media provides the basis for improving performance and innovation in service delivery, as well as gaining more satisfaction, Because the key to the success of any public and private organization is to satisfy and gain the trust of citizens and customers, as a key factor. In this research, which is a kind of applied survey, we found some factors that cause citizens to double use of Analyze and review social media services, as well as identify and prioritize citizens' expectations of the Shiraz city train, and assess the impact of social media on their satisfaction. For this purpose, by selecting the citizens of Shiraz, as a statistical population and sample size, which includes 384 passengers using the subway, and by library research and distribution of questionnaires and using reasoned statistical methods (regression and correlation) to analyze and review the results The results show that there is a direct relationship between independent and dependent variables of the research. The results show that recognizing and meeting the expectations of citizens as well as using, increasing the quality, scope and up-to-dateness of social media services is an urgent need of citizens. And is effective in citizens' satisfaction.

In this article, in order to design the dimensions and characteristics of the Islamic University, a contextual approach is employed, and culture issue in the university has been discussed. This is because one of the presuppositions of the theories of transformation is that cultural background affects structural and behavioral dimensions in a system change. Therefore, designing a managerial model that can guide the evolution of the strategic issue of culture in universities to achieve the full characteristics of an Islamic university is the main goal of this research. For this purpose, based on the opinions of Ayatollah Khamenei and using the qualitative method of thematic analysis, the characteristics of culture in the university have been explained. The findings of the research show that the culture of Westernization, the culture of petrification as inhibiting factor, and the Islamic-Iranian ideal culture as a driving factor are the main dimensions of transformation management in the university. They can be taken into consideration as a model for changing the culture in the university.

the purpose of this article was to investigate green human resource management activities, effective factors, and their consequences in government organizations.

To achieve the purpose of this article, a qualitative research project was selected and the dimensions, components, and indicators of the green human resource management model were identified using the meta-combination method and theme analysis. Then the identified dimensions, components, and indicators were validated using the fuzzy Delphi technique.

The results of the meta-combination led to the identification of the dimensions of leadership, technology, budget, and culture as prerequisites for the establishment of green human resource management. The dimensions of recruitment, training, performance appraisal, and compensation of green services were identified as the executive processes of establishing green human resource management. Finally, the dimensions of economic, social, organizational, and environmental consequences were identified as the consequences of the establishment of green human resource management.

that green human resource management activities can have positive consequences for the development of Iranian government organizations, this article was conducted to identify the prerequisites, processes, and consequences of establishing green human resource management in government organizations and led to the design of a model in this regard.

The purpose of this study is practical, mixed in nature, descriptive-survey and cross-sectional. The statistical population of the study was 22 entrepreneurs and managers in the field of qualitative snowmaking in rural tourism. Stratified random sampling was performed using Morgan table of 85 subjects. In this study, a cross-linked research method was used to extract and identify factors. A researcher-made questionnaire was used for data collection. To evaluate the validity, the face validity method was used by professors and the kappa method was used to measure the reliability of the classification. Spss software was used to analyze the collected data. The findings showed that 11 factors, 35 concepts and 88 indicators were finally approved. According to the designed model, the factors are in the order of priority, the industrial factor at the lowest level followed by the political and legal factor, the institutional factor, the economic factor, the infrastructure factor, the management factor, the entrepreneurial personality factor, the social factor, the factor. Security, environmental factor and ultimately cultural factor at the highest level.

Motivated human resource is an influential factor in the survival, dynamism and fulfillment of the policies and goals of the organization. It is essential to understand the dimensions of human beings before taking any action in the field of motivation. Due to the differences between Islam and the West regarding the dimensions of human existence, Islamic countries and organizations need to design indigenous and Islamic models to motivate Muslim human resources. This research is intended to design a contextual model of employees’ motivation, and to design a process model of employee motivation from the viewpoint of Imam Ali (as). This applied research is an exploratory and basic one which follows grounded theory for collecting the data for designing contextual and process models of employees’ motivation based on documents, books and articles about Imam Ali’s  way of life. Kappa’s index was employed to validate the model, which resulted in the confirmation of both models. The results showed that the contextual model of human resource motivation based on the life history of Imam Ali (as) contains 23 indicators, nine components and three dimensions (spiritual, psychological and natural needs).  The process model of human resource motivation includes dimensions of causal conditions, intervening conditions, contextual conditions, category orientation, strategies and outcomes. It is expected that the findings of this study can pave the way for managers in motivating employees in the Islamic societies.

The purpose of this study was to identify a jihadi culture model in the Iranian administrative system. In the first part of this qualitative study, the interpretive philosophy was applied using the inductive approach and the textual content analysis method to identify the components and indicators of jihadi culture in the verses of the Quran. In the second stage, the meta–synthesis method was implemented to identify the jihadi culture model in the existing books and articles. Relying on the findings of the previous stages and applying the focus-group method, the third section set out to introduce the jihadi culture model. The proposed model is presented on the basis of the worldview, ideology, and behavior levels, where the worldview consists of 6 dimensions, ideology includes 17 components, and behavior level includes 87 behavioral indicators.

The purpose of this study is to Identifying, framework and prioritizing the factors affecting Job rotation in the branches of Export Development Bank The present study is considered as an applied research in terms of purpose. In terms of the nature of the data, it is quantitative . In terms of logic, induction and time horizon is cross-sectional and has been done in real and non-laboratory environment. the method used is descriptive. The statistical population included the first group of experts who reached a consensus with 12 opinions using available judgment sampling method and saturation rule. The second group is branch employees who estimated an estimated 270 samples using Morgan table and were selected by non-random sampling method. The best-worst fuzzy questionnaire and a researcher-made questionnaire were used to collect data. Lingo software and Pearson test were used to analyze the data using SPSS software.The final factors in order of rank and priority are: interest in increasing job skills, career advancement, family companionship, legal coercion for managers, climatic conditions of the regions, responsibilities before and during relocation, being married, having a strong relationship with officials, problems Family, the organization's need for manpower, the degree of deprivation of the place of employment, change of unfavorable working conditions, satisfaction with the behavior and management of the branch, type of specialization, facilities of the place of work. The results of Pearson test show that there is a significant relationship between final factors and job turnover.

The purpose of this study was to investigate the relation between the organizational structure with the human resource management and the performance. The method used in this research has been an applied research and a descriptive-survey. The statistical population consisted of the employees of the gas company in Fars province and a sample of 270 randomly selected employees responded to standard questionnaires related to organizational structure, the human resource management and the performance. Data has been analyzed through structural equation modeling using path analysis applying SPSS and LISREL software. The findings showed that there is a direct relation between the human resource management activities and the organizational structure dimensions. In addition, the human resource management and the organizational structure have a direct effect on the organization's performance.

The present study aimed to design a model of commitment of managers in the Iranian administrative system with an Iranian-Islamic approach. Since this research has been conducted with an Iranian-Islamic approach, the texts used include the literature on the commitment of managers and the criteria for their selection and appointment, upstream documents of the system (constitution, state service management law, Imam Khomeini and speeches of Ayatollah Khamenei) And Qur'anic and narrative sources (Quran, Nahj al-Balaghah and software of Jame Alahidith). In this research, the qualitative content analysis method has been used to combine the findings. After extracting the codes, grouping, categorizing and abstraction, validation of the model was done by calculating the CAPA coefficient by a well-known expert. The most important finding of this research is to provide a native model of managerial commitment in Iran's administrative system. This template consists of 3 dimensions of commitment to the system, commitment to the organization and commitment to the citizen, and 9 components and 34 indicators. Based on the proposed model, this research can define commitment as a set of moral, value-based, and political-behavioral qualities, shared by administrative system administrators, and the behavioral characteristics of those features in selecting individuals to be significant managerial positions.

 The expression of strategic issue of "Jihadi management" in the current sensitive conditions of the country requires a deep understanding and explanation of the variables and assumptions that can show the necessity and importance of addressing this key issue – with considering to the requirements and challenges faced by the Islamic system. For this purpose, this paper addresses a macro and strategic view of Jihadi management, and it has been shown that why the deep understanding of this management pattern as a pattern of local and Islamic governance is one of the key issues facing the Islamic system. Therefore, the basic theoretical and fundamental assumptions of "common strategic management" have been analyzed in comparison with the "basic principles and assumptions" governing "jihad management" and it has been determined how the basics of common strategic management, despite Having the aspects of joining the jihadi thinking, due to differences of opinion and differences with it, cannot solve the challenges facing the administrative system and management of the country. If the managers want to help the Islamic system at micro and macro levels, they should strive to institutionalize this new, native, and Islamic Pattern with belief in Objective and real assumptions derived from "religious beliefs" and "the basic principles of the Islamic Revolution in challenge against the global domination (Imperialism) ". God willing

Globalization, governmental and nongovernmental organizations regulation increase, pressure, and customer's demands regarding to environmental compliance issues has led organizations to apply the necessary measures to green supply chain management in order to improve their environmental and economic performance. This research is aimed at investigation and identification of barriers to implement green supply chain in South Electric Power Generation Company. By reviewing literature and extraction of barriers on green supply chain, eventually 16 Indices as the most significant characteristics of effective barriers of green supply chain were eventually selected. Then, the barriers were prioritized by using Interpretive Ranking Process (IRP). According to the interpretive ranking process, the final barriers to green supply chain performance prioritizing is mainly based on the performance variables which extracted from literature review. So that, seven performance variables eventually finalized. The major upshot of employing IRP is that the neglecting to demonstrate environmental targets was placed in first ranks to implement green concept, which represents explaining the importance of determining the environmental targets for the company. In addition to this, high investment and capital return and weakness of governmental regulations to adopt environmental policy in South Electric Power Generation Company were obtained high priority in this ranking

Universities as the most important centers of knowledge production and their employees as human capital can play an effective role in comprehensive growth and development of the country. The necessity of having employees, who value to the organization goals and its interests committed, is strengthening factors such as organizational spirituality and organizational happiness. Therefore, in this study the mediating role of organizational happiness in the relationship between organizational spirituality and organizational commitment of Shiraz University employees is considered.
The research method is being a descriptive- survey and statistical population of Shiraz University staff. Also Standardized questionnaires have been used for data collection and data analyze by smart PLS software.
The findings show that organizational spirituality had an impact on organizational commitment and organizational happiness and organizational happiness mediating role in the relationship between organizational spirituality and organizational commitment.
Today organizational spirituality has become an important requirement for organizational success. Spirituality in organization is dichotomy force that can attain employees and organizations together to the desired results. Therefore, for creating spirituality and thereupon happiness and organizational commitment, it is necessary that managers plan and provide appropriate mechanisms.

This research aims to design a model that can illustrate and analyze the features of work culture in different levels such as a specific industry, regional or national. For this aim, using the content analysis on academic experts’ opinion, scientific and religious text, the values and norms that are representative of work culture in Iranian society were identified. Using the force field analyses theory, findings were analyzed, and it is founded that deriving and restraining forces are two factors that forms the Iranian work culture. Furthermore, it is was founded that externally, these forces are negatively correlated to each other but internally, their attributes are negatively interrelated. Therefore, reinforcement of each attribute can lead to increase of other similar attributes and finally, weakening the other deriving or restraining factor. As a general conclusion, it can be said that to attain ideal work culture, two types of positive and negative actions are necessary. In negative actions, managers’ decisions are toward weakening the restraining forces and in positive actions, toward reinforcement of deriving forces.

The purpose of localization is to adjusting the theories for a better explanation of the related phenomena to the field of forming and existential of the phenomena. Some theories in social, cultural, religious and economic fields could be investigated in their special cases and retest them using this method, and make some changes if they are necessary for explaining the phenomena under study in a better way. This research is seeking for achieving the effective filed aspects and factors to management of human resources in administrative system of Iran with the goal of planning and explaining the field aspects. The Delphi technique has been used to gain this crucial issue and the effective factors were identified after applying the three phases Delphi using fruitful expert's viewpoints. Seven basic aspects including legal, cultural, economic, political, the organizational structure of administrative system of the country, population and changes in technology and 33 factors as the effective field factors on the management of human resources in the administrative system of Iran were identified after eliminating the factors at a low average. Using this model can be a pattern to future development to be given to organizations and a more scientific and principled procedure can be provided to codify the strategies and policies of the organization and orient the manager's thoughts in making decisions.

In recent years and With the intensification of economic sanctions unilaterally and inhumane West against Islamic Republic Iran, Supreme Leader Discussed resistance economy proposed and It is an important and right method in the path of the economy country, had to overcome these pressures. Resistance of the economy, the native pattern to solve the economic problems of the country based on the the economic system of the country with the aim of stabilizing, Sustainability and peace in the economy, reform and change, and this is not without right and efficient management And also a review of the economic and financial structures, and above all the limitations and capacity planning at the country, both in the domestic and in the international arena, which necessary for all of them is Jihadi management. Jihadi management provider and the necessary Resistance of the economy and in fact complement. And since the decision of the most important issues in all activities and actions of managers and decide reasonable is cause the success of any organization or institution. therefore understanding pattern the that managers are able to based on the pattern take decision making jihadi is necessary. Therefore this study's purpose and using qualitative content analysis of the existing literature(Including scientific articles and books, Statements of officials and scholars, Views of Construction Jihad Actors in the early years and the sacred defense period) in this the field studied and based on action to design pattern of decision making model management jihadi in 35 indicators and in 4 broad categories :defaults decision making, the principles of decision making, features decision makers and decision making process.

Existing workplace throughout the world have experienced wide changes in the nature of jobs. Given the severity of these changes, it is referred to the new employment model. In this position, intrinsic career has become more important than extrinsic career. Given the importance of the perception in intrinsic career success, the purpose of this research was to design and explain model of perceptual factors affecting intrinsic career success in service firms of Fars Province. For this purpose, with the aim of relevant literature, the most perceptual factors were considered. Then through the Delphi process using expert opinion in four steps, the most important factors in research population were identified. Finally seven factors, as most perceptual factors were determined and used in designing the path model. These factors based on the total impact on subjective career success respectively were: perceived organizational support, person-organization fit, perceived career path, learning climate, career self-efficacy, intrinsic motivation at work and organizational selfesteem. Then on the basis of previous researches, analytical model was designed, and collected data from research population was analyzed using LISREL software. The designed model explained 72% of the variation in subjective career success, which indicates the important role of perception in subjective career success. Also the model fitness indexes were in acceptable range. Conclusions and recommendations of study can help the career success of employees in service organizations and other similar companies in Iran.

Societies consist of three sub-systems: political, cultural and economic. If the society was a human being, politics would be the human free will, culture his power of thought, and economy his body and organs. This analogy can be explained as follows: The human will pursues its intentions through thinking, and thinking employs material means to put its initiatives in action. Thinking therefore plays the important role of acting as a medium between the will and the action. Culture plays a similar role in the society: Politics operates through culture, and culture uses material and economic means to operate. In other words, culture operates as a medium operating between social will and social action. In today’s world, two major cultural systems confront each other: the religious and the secular cultural systems. Exploring the dimensions of this confrontation would involve a study of the concept of culture in general and a comparative study of the Islamic and the secular cultures. Acquiring an understanding of the concept of culture and its nature is an essential step before any thinking, judgment and planning can be done. This paper first studies culture in general and its nature and then adopts a comparative approach to studying areas of rivalry between the two cultural systems. To this end, the study employs new epistemological and ontological approaches and suggests a model based on teachings of the Qur’an which state that humans have three means for understanding: the sense, the thought and the heart, and that in order for anything belonging to the reality to be understood all the three means need to get involved. On this basis, the paper suggests that culture, as a fact belonging to the reality, is consisted of three layers, or aspects: sense, thought (or reason), and heart. Accordingly, a three dimensional matrix (consisting of a political, a cultural and an economic cultural dimension) was designed in order for the authors to determine the factors shaping culture. We then searched for instances of each of the 36 cells in both the Islamic and the secular cultural systems. Findings of the study can be a used by scholars in the field as a basis for cultural planning.

Models are central to scientific thinking and essential to many kinds of practical problem solving. Given the importance and aPPlication of models and lack of any theoretical model of intrinsic career success, and also taking into account the importance of intrinsic career success in new career paradigm, the purpose of this research was design model of perceptual factors affecting intrinsic career success in service firms of Fars Province. In this regard initially with literature study, perceptual factors were considered. Then through the Delphi process using expert opinion in four steps, the most important factors in research population were identified. Finally with consensus of experts, after the fourth round of the Delphi, seven factors, as most perceptual factors were selected and on the base of theoretical foundations, the model designed.. These factors were: perceived organizational suPPort, person-organization fit, perceived career path, learning climate, career self-efficacy, intrinsic motivation at work and organizational self-esteem. Conclusions and recommendations of study can help the career success of employees in service organizations and other similar companies in Iran.