محمد تابان

The most important unit of any business is the sales unit, and sales development is the main driver of business development. Sales development plays a key role in the continued success of a business. The main purpose of this research is to investigate the impact of internationalization drivers on sales development with regard to the moderating role of strategic foresight in exporting companies. The current research is based on the purpose, applied and based on the nature of the method, it is a descriptive-correlation research. The statistical population of this research includes the employees of export companies in Ilam province, whose number is 850 people. For sample selection, 265 people were selected based on the available sampling method according to Morgan's table. The main tool of data collection in this research is a standard questionnaire in the field of research variables. The standard questionnaire of Rinda et al. (2022) was used to measure the variables of internationalization drivers, the standard questionnaire of Hall et al. (2022) was used to measure the strategic foresight variable, and the standard questionnaire of Kai et al. The content validity of the questionnaires has been confirmed by experts, and the reliability of the questionnaires has also been confirmed using Cronbach's alpha coefficient. The results showed that; Internationalization drivers have a positive and significant effect on sales development in exporting companies. Also, market drivers, cost drivers, government drivers and competitive drivers also have a positive and significant effect on sales development in exporting companies.

Today, sustainability is considered as a requirement for businesses. Organizations need to have a suitable model to continue their activities in the current dynamic business environment. Based on this, in the current research, the design of the business sustainability model in the Iranian automotive industry is discussed.

The current research is developmental in terms of its purpose, exploratory in terms of its nature, and a mixed research in terms of the type of data. The conceptual model of business sustainability was identified in the qualitative section using metasynthesis method. The research model was tested in the quantitative part by questionnaire data with structural equation modeling and confirmatory factor analysis. The statistical population in the qualitative section included research articles and reports of reliable scientific databases in the time period of 2002 to 2021 and 1390 to 1400. The statistical population of the research in the quantitative part included the experts of Iran's automotive industry and 255 people were selected by simple random method. Qualitative data were analyzed using Sandelowski and Barroso's seven-step model and quantitative data were analyzed in Lisrel software and with structural equation modeling technique.

Based on data analysis, the main dimensions of business sustainability were categorized into three categories: environmental(with 6 concepts and 40 codes), social(with 8 concepts and 45 codes) and economic(with 3 concepts and 19 codes). Also, the quantitative findings from the first and second order confirmatory factor analysis showed that the factor loadings of all model variables and their significance values are more than the acceptable level.

Achieving business sustainability in the automotive industry requires attention to three economic, environmental and social categories. Automotive industry managers can formulate and implement business sustainability strategies by focusing on economic, social and environmental indicators.

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

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

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

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

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

The purpose of this research is to "investigate the relationship between spirituality and social responsibility in higher education centers". The research method is descriptive-survey and correlation type. The statistical population includes all the employees of the State University of Ilam city, whose number is 570. Using Morgan's table, 226 people were selected as a sample. The sampling method is simple random. The data collection tool was a standard spirituality questionnaire and a researcher-made social responsibility questionnaire, the convergent validity and reliability of its structure were calculated using confirmatory factor analysis, and it was also approved by expert professors, and its reliability was obtained using Cronbach's alpha of 0.92. which indicates the confirmation of the reliability of the questionnaire. The results of the research, which were analyzed using Lisrel 8.53 software and at a confidence level of 95%, showed that spirituality has a positive and significant effect on social responsibility. Also, spirituality has a positive and significant effect on the dimensions of social responsibility, i.e. economic, national, legal and moral.

The present qualitative research set out to design a model for invisible employee control in public organizations. The research sample included managers at various universities and educational institutes in Ilam selected based on snowball sampling. A semi-structured interview was conducted with the participants to collect the research data which were further analyzed based on Grounded Theory. The findings indicated that three sets of causal, contextual and intervening factors can influence invisible employee control. Causal factors include efficient evaluation system, adequate organizational supportive atmosphere, efficient supervision and control system and fair and unbiased employee promotion. Contextual factors comprise appreciating and rewarding effective services, taking personality characteristics into account and managers’ ethical supportive behavior towards employees. Intervening factors were found to be maintaining rule-orientation, reducing hidden powers and existence of clear specific control plans. Control pattern strategies were found to include empowering managers, developing human resources, promoting organizational intimacy, matching jobs with employees’ capabilities and adequate employment system. Finally, invisible employee control was construed as leading to organizational efficiency, customer satisfaction, promoting organizational accountability, and boosting employees’ participation and commitment.

If an organization wants to be successful and agile, it should firstly attract an efficient workforce and secondly pay special attention to their maintenance and development so that they will be more motivated to serve in the organization. Therefore, the current research was conducted to determine the impact of human resources development in achieving organizational agility in the urban water and sewage company of Ilam province.

In terms of purpose, the present research is applied, and in terms of method and descriptive nature, it is survey type. The statistical population in this research is managers, employees, and supervisors of different units at different organizational levels in the water and sewage company of Ilam province. The statistical population's total size is 420 people (N = 420). The statistical sample size was 201 people using Morgan's table. In this research, Tonke Nejad and Davari's human resource development questionnaire (2018), with a reliability coefficient (0.87), and the organizational agility questionnaire by Sharifi and Zhang (1999), with a reliability coefficient (0.81) were used to collect data. In order to investigate the issue, one main hypothesis and seven sub-hypotheses were formulated, and Pearson's correlation coefficient, linear regression and structural equation model were used to analyze the collected data.

The obtained results showed a positive and significant relationship between the components of human resource development (coherence, coordination, adaptation, identity, intellectual, attitudinal, and occupational) and organizational agility of the urban water and sewage company of Ilam province.

There is a significant relationship between the development of human resources and the organizational agility of the urban water and sewage company of Ilam province.

Entrepreneurship as well as the creation of dynamic and productive businesses is considered as the important factors and the driving force for economic development in any country. In this regard, it is important to pay attention to identifying and activating the capacity to create jobs and entrepreneurship and to the sustainability of established businesses. However, our country is deprived of the benefits of a sustainable supply chain. It is not possible to expect a stable performance from the supply chain until all the businesses across the supply chain build sustained interactions with each other. Therefore, one must look for the dimensions, components and indicators to develop a business sustainability model in the supply chain so that the businesses within the supply chain could be sustained and, ultimately, supply chain stability would be achieved. The present study has attempted to develop a model of sustainability for the businesses within the supply chain through selecting a different perspective from previous studies by identifying, combining and deeply understanding the dimensions, concepts and indicators. Therefore, the main purpose of this study is to propose a model in order to fill the gap in the related literature in our country, which can show the innovative and distinctive aspects of this research.

The present study is applied in terms of purpose because businesses can measure their sustainability based on the indicators of the final model of this research and it is a meta-synthesis of the previous qualitative studies in terms of method. To achieve the research objective, the meta-synthesis method was used in accordance with the seven-step model proposed by Sandelowski and Barroso. The statistical population of this research includes all the articles, research reports, books, databases, as well as local and international publications in the field of business sustainability in the supply chain from 2000 to 2018. The keywords were looked up in MAGIRAN, SID, CIVILICA, NOORMAGS, Science Direct, Springer, Scopus, Google Scholar and Emerald databases. The inclusion criteria were: valid databases, research period and using the keywords. As a result of reviewing the databases using different search engines and based on the inclusion criteria, 422 cases were finally found.

Business sustainability model in this study proposed 93 indicators for business sustainability in the form of 16 themes and 3 main dimensions. The main dimensions of the model include economic, social and environmental dimensions where the economic dimension includes 3 main themes and 18 indicators, the social dimension includes 7 themes and 33 indicators, and the environmental dimension includes 6 themes and 42 indicators. In this study, the environmental dimension provided the highest variety with 42 indicators followed by the social and economic dimensions with 33 and 18 indicators, respectively.

The achievement of economic stability means continuity of business economic activity as well as sustainability in the economic system which requires the indicators such as organizational capabilities (strategic flexibility, value chain flexibility and achieving customer integration), innovation in business processes and activities, lean management, competitive advantage, marketing, risk management and entrepreneurship. On the other hand, business sustainability refers to the ability of the society to maintain the necessary instruments to create wealth, prosperity and social participation to promote social integration and cohesion. Besides, as a concept, it seeks to maintain and stabilize the social and cultural components of society in relation to other aspects of sustainability (economic and environmental). In addition, the environmental responsibilities of companies and the related activities can be considered as a source to legitimize their competitive advantage. This, in turn, leads to the formation of a better image of the company in the minds of its customers as an environmentally friendly image and helps sustain its activities. Based on the findings and the results of the research (identifying the dimensions, themes and indicators of business sustainability), it is recommended to the managers, planners and policy makers in the field of business to establish a business and its management, evaluate the existing businesses, eliminate possible shortcomings and avoid complying them with those indicators based on the indicators which were proposed by this model.

The present study aimed to design and interpret a jihadi HRM implementation model. Participants in this study were former managers and executives of the Jihad, Jihad Camps, basije mostazaafin, Academic Jihad, and faculty. Also, the Supreme Leader's statements have been used to identify the types of jihad, and the martyrs' testimonies have been used in order to analyze the jihadist human resource indicators. This research is fundamental in terms of purpose, and descriptive-exploratory in terms of method.The results of the data analysis have shown that the areas needed to implement this model include jihadist culture, shadow organization, mass media and virtual media, ideology based management. On the one hand, the conditions for identifying jihadist forces include psychological, organizational, behavioral, ideological, jihadist, and martyrdom competencies. On the one hand, the causes and causes of identifying jihadist occupations include factors such as perceptual, structural, physical, and motivational factors. Also on the path to implementing the Jihad HRM model, managers are constantly faced with demands that require different measures to address them. These requirements include Jihad human resource management systems, including recruitment, training, performance evaluation, and service compensation. On the one hand, the implementation of the Jihad HRM model has consequences such as the evolution of the Jihad HRM.

 The current study has been carried out based on a qualitative approach content analysis and it has an exploratory nature with Summative Content Analysis. In order to gather the required data, library study methodology has been utilized. the statistical population of the study includes all the texts related to talent management in the entire text of Nahj al-Balagha. after reviewing of Nahj al-Balagha, the relevant concepts are extracted and each of them gets a unique code. Then, similar concepts are identified, and by combining these concepts, secondary themes are obtained. Then, based on all the identified secondary themes, a more general categorization is applied in order to identify the main themes. In order to measure the validity of the components of talent management, the reliability of the themes was evaluated using the measure of repeatability (the consistency between two coders), leading to the reliability coefficient of 0.82. Moreover, the findings of the study were evaluated by three experts in the field of management, and then the necessary corrections in the process of theme creation as well as the identified concepts were applied. In order to evaluate the validity of the proposed pattern, was presented to five experts in expertise in qualitative research, and after applying their recommendations, the reliability of the pattern was confirmed by these experts. The obtained findings were categorized into 25 secondary themes and seven main themes, i.e. selection and appointment, growth, durability, the ways talents are affected, mission and values, sociability, and replacement and dismissal.

Introduction:

 Today organizational change is one of the most important concepts in management and it is an inevitable phenomenon that organizations are confronted with. Organizations need to adapt to organizational change in order to achieve better performance. On the other hand, career plateauing is a phenomenon that is not well understood and it happens widely in organizations, causing the organizations to be temporarily or permanently affected and received significant damages. People who suffer from career plateau generally attribute career plateauing to their own inefficiencies (such as high age or years of service). According to Grabot, these individuals not only lose motivation for career advancement, but their presence in the workplace is reduced, their work output drops to a low level, and they receive less feedback from their supervisors than their co-workers. Therefore, the purpose of this study was to study the relationship between organizational changes and career plateauing.   Method The statistical population consisted of 400 employees of Ilam University of Medical Sciences who were selected by random sampling method using Kerjcie and Morgan table. Instrument included two standard questionnaires of organizational change and career plateauing. The reliability of organizational change and career plateauing was 0.94 and 0.90 based on Cronbach's alpha, respectively. Data were analyzed by correlation coefficients using SPSS software (version 22).   Results The results showed that there is a significant relationship between organizational change and career plateauing with a correlation coefficient of 0.767. Therefore, the emotional index has a significant relationship with the correlation coefficient of 0.702, the cognitive index with the correlation coefficient of 0.689 and the behavioral index with the correlation coefficient of 0.740 with career plateau.   Discussion Organizational change was identified as a special variable affecting the severity of stress caused by career plateau. In order to renew structures and changes in the organization environment, the issue of career plateauing is considered as a serious matter for the organizations. This research has been studied at one of the Ilam universities and should be cautious when generalizing to other organizations. It is possible that in the original context of other research, there are concepts related to organizational change and career plateau; but during the research, no traces of their titles and keywords were found and were not used in this study. Therefore, the purpose of this study is to study the relationship between organizational changes in career plateau.

The statistical population consisted of 400 staff members of Ilam University of Medical Sciences who were selected by random sampling method using Kerjcie and Morgan table.This research is practical in terms of purpose and is descriptive - survey in terms of data collection. Data gathering tools included two standard questionnaires of organizational change and career plateau. Content validity was used to determine the validity of the questionnaires, and the reliability of organizational change and career plateau was 0.945 and 0.904 based on Cronbach's alpha, respectively. Data were analyzed by SPSS software (version 22).

The results show that there is a significant relationship between organizational change and career plateau with a correlation coefficient of 0.767. Therefore, the emotional index has a significant relationship with the correlation coefficient of 0.702, the cognitive index with the correlation coefficient of 0.689 and the behavioral index with the correlation coefficient of 0.740 in career plateau.

Organizational change was identified as a special variable affecting the severity of mental stress caused by career plateau.In order to renew structures and changes in the organization environment, the issue of career plateau is considered as a serious matter for the organizations. This research has been studied at one of the Ilam universities and should be cautious when generalizing to other organizations. It is possible that in the original context of other research, there are concepts related to organizational change and career plateau; but during the research, no traces of their titles and keywords were found and were not used in this study.

This research is aimed at designing a model for the development of legal solutions for judicial human resources. This a mixed research (following qualitative method first, and then, quantitative method). In the qualitative phase, following library study method, interviews with 17 legal experienced judicial and academic specialists, selected by judgment method, along with Delphi Panel method (in 3 rounds) were conducted. Data from the research literature and interviews, which were coded, and the data from Delphi panel triple run method using Kendall's statistical test of agreement were analyzed. Survey method was used to test the acquired model in the quantitative phase of the research. From a number of 976 statistical population, 256 were selected as the sample with standard number method in structural equation model. The data were analyzed using confirmatory factor analysis based on the structural equation model. The research resulted in a model of developing legal solutions for judicial human resource including 91 components derived from grounding, contextual, procedural, and outcome dimensions.

The purpose of this study was to investigate the relationship between the acceptance factors of information technology in organizational development at Ilam University.

In this study, the research model of Davis et al. (1989) was selected as the basic model of research. The statistical population was 440 employees of Ilam University, of which 205 were examined as statistical samples. The data collection tool includes two questionnaires for information technology acceptance and organizational development. Content validity was used to determine the validity of the mentioned questionnaires and to confirm the reliability, they were confirmed by Cronbach's alpha method. Data analysis was also performed using SPSS statistical software.

The findings showed that there is a significant relationship between the acceptance factors of information technology and organizational development. Also, the perceived ease with a correlation coefficient of 0.797 and the perceived usefulness with a correlation coefficient of 0.405 have a significant effect on organizational development.

Information technology is an important strategic asset for organizations that can be used to improve organizational performance and strategic competition. It also provides the ground for better implementation of the organization's strategies and helps staff to achieve the organization's goals, which ultimately leads to organizational development. Therefore, managers should take steps to implement information technology in organizations.

Throughout the world, a variety of strategies are used to evaluate policies and reduce the intangible and intangible consequences of defective policies, in line with international approaches that propose policies and tools to improve the assessment of organizational policies for those organizations. In this study, several evaluation approaches have been presented by various scholars who try to improve the quality of implementation of policies and reduce dissatisfaction and tensions caused by their inaccurate evaluation. This study seeks to provide a desirable model for evaluating the .The research community was composed of two groups composed of experts in the field of non-random sampling method of selective type and for managers and stakeholders community, a multi-stage sampling method was used. It seems that the findings of the research and the proposed model have the potential to be proposed as a strategy for an appropriate and effective evaluation of policy makers in this field, as well as suggestions for effective ethical evaluation in the organization and subsequently improving the quality of policy implementation Public in that organization.implementation of public policies in the social welfare organization as a public non-governmental organization.

The present study aimed to investigate the impact of religious capital on job discipline with regard to the mediating role of organizational citizenship behaviors. The research was implemented using an applied approach and a survey-correlation method. The data collection instrumentation were questionnaires. Accordingly, the questionnaire of Sepahvand et al. (2017), a researcher-made questionnaire for job discipline, and the organizational citizenship behaviors of Organ and korsky (2006) were used to measure the religious capital. The statistical population consisted of 160 staff members of Khoramshahr Marine Science and Technology University, 113 of whom were selected as sample through Cochran formula. Data were analyzed using SPSS and LISREL software. The findings indicated that religious capital had a significant and positive effect on job discipline and organizational citizenship behavior. However, the impact of organizational citizenship behavior on job discipline was not confirmed. Additionally, organizational citizenship played a mediating role in the relationship between religious capital and job discipline with a positive indirect effect. Moreover, the results of the study reveal that the individuals who are over 45 years old are more likely to adhere to job discipline. On the other hand, individuals with higher education (Masters and higher degrees) and individuals with higher work experience (5 to 10 years) are less likely to have job discipline.

Intimacy at workplace can be regarded as a relation, interaction, and making communication through sharing work needs with other employees so that they can reach to a deep understanding and sensitivity towards work problems. This study was done with the aim of understanding the process of forming organizational intimacy. Research method was a qualitative method based on grounded theory. In order to gathering data, semi-structured interviews were applied. Strauss and Corbin method and also paradigm model were used to analyzing data. Population of present study consisted from organizational and management experts. Sampling of study was done through meaningful snowball sampling way based on which 17 interviews with organizational and management experts were implemented. Results of these interviews was a body of basic themes gathered through open coding process, out of which some categories were extracted. At axial coding stage, the link between categories was established and subsequently selective coding stage was implemented. During this study, causal conditions of organizational intimacy were categorized into organizational justice factors, employees' welfare, work independency, optimism, mutual recognition, promotion, and individual characteristics. Empathy and sympathy were mentioned at core category or phenomenon. Identified codes for interfering factors included participation and performance evaluation system. Positive outcome was employees' satisfaction and negative one was lack of taking responsibilities.

Nowadays, the term Excellence is increasingly used in management literature for continuous improvement of business. This study aimed to determine the impact of employees' moral values and social responsibility on the human resource excellence (HRE). This descriptive-correlation study was conducted on 170 employees of Ilam University in 2018. The sample size was estimated using Krejcie & Morgan table and a simple random sampling was performed. Data were collected using standard questionnaires of social responsibility, moral values and excellence of organizational resources. The data were analyzed using Pearson correlation coefficient and structural equation modeling by Spss and Liserl Softwares. The highest mean score was for human resource excellence (1.46±4.04) and the lowest mean score was for economic responsibility (2.25±3.59). Among the components of organization’s social responsibility, the highest average was related to the altruistic responsibility dimension (1.01±4.91), and the lowest was related to the economic liability dimension (3.59±2.21). Moral values and social responsibility of the employees had a significant impact on the excellence of human resources. Also, the dimensions of legal, economic, moral and altruistic responsibility had respectively the highest correlation with HRE (P≤0.05). Significant impact of the mediating role of social responsibility in relationship between moral values and HRE was observed (p=0.001). The findings showed that moral values affect the HRE through developing the scope of social responsibility in the organization. Thus, promotion and institutionalization of moral values in the organization is recommended.

In today's societies where relationships are extremely fragile among individuals and groups, trust, which is posited as a central issue in the organization, can contribute to the growth and sustainability of these relationships. On the other hand, paying attention to the welfare of employees increases the level of perceived vitality among them, which makes it profitable. The main purpose of this research is to investigate the effect of organizational trust on productivity with the role of mediator of vitality. The present research is a descriptive-correlation one in terms of applied purpose and in terms of collecting data. To do this, a sample of 225 people from the 540 population community was selected according to Cochran's formula among employees of Ilam University based on random sampling method. The research tool is a questionnaire. Validity of the questionnaires was confirmed through content validity and their reliability was measured by Cronbach's alpha and 0.97, 0.98, 0.96, respectively. To analyze the collected data, in the first stage, using the Pearson Correlation test, the relationship between each of the predictor variables was evaluated separately with the criterion variable, and in the second stage, to determine the contribution of each of the variables before Based on the criterion variable, multivariate regression analysis was used. The results showed that organizational trust affects productivity. Also, vitality can have a mediator role in this regard. Trust and confidence facilitate friendly communication and transfer of knowledge to other employees, which increases productivity in the organization.

In order to achieve this goal, one of the best styles can be Servant Leadership. This study aims to present a model of Servant Leadership in higher education (University of Ilam).
The research is exploratory mixed method research in the categories of applied research and field method is used for data collection. Data is collected by tools interviews and questionnaires. The Statistical population of this research was chosen from the higher education (universities of Ilam), the number of statistical sample for the qualitative section were 8 and for the Delphi section were 20 experts of higher education that were selected by snowball sampling and non-random sampling.
The analysis of Delphi section was conducted by statistical tests including mean, standard deviation and Kendall's coefficient. Results revealed that following dimensions make up an Islamic approach: serving, servant leadership competencies, outcomes of servant leadership, trust, humanism, humility, commitment, altruism and forecasting model of servant leadership in higher education.
Based on research findings, it can be concluded that the Institutionalizing of the service leadership style has various personal and organizational consequences such as insight, spiritual and personality development of employees, Unifying, empowerment, and improvement of organizational communication and provision of training programs for employees.

After three decades researching on Intellectual capital, rules and optimal management, a need for awareness of new approaches in eliminating failures in implementing knowledge-based economy programs in organizations are highly felt. Also a complete perspective of current and future status of managers’ competition has been created as well as a quick decision leading to development of organization. The aim of this study is to investigate the impact of strategic thinking on intellectual capital with moderating role of intuitive decision making style in Ilam universities. Population of the study was all managers, principals, and department managers that 132 subjects selected as sample of study. Applied research method is correlative and for collecting data 3 standard questionnaires of strategic thinking, intellectual capital, and intuitive decision making were distributed which their validity and reliability was measured using AVE indicator and Cronbach alpha coefficient and reliability coefficient of CR respectively. data analyzed using SPSS software and visual-pls. obtained results from examining the relations from research final model indicated that strategic thinking has an impact on expert's intellectual capital [β= 0.594], and intuitive decision-making style has a moderator role in relation between strategic thinking and intellectual capital [β=0.387]. results also shown that different aspects of strategic thinking: imagining future and focus on it, decision based on the assumption of mental models and ability to create an organizational infrastructure have effect on intellectual capital while taking advantage from opportunities using intelligence system and understanding the situation based on learning and cognitive concepts does not have an effect on intellectual capital.

Assessing the implementation of policies with the network governance approach is the result of interactions in which informed citizens and social organizations contribute to the transfer of information related to social goals to make good decisions to government agencies. Therefore, the presentation of the model in this regard is very important for legislators and administrators in the field of case studies.  

The purpose of this study was to provide a model for assessing organizational models with a network governance approach.

This is a descriptive-survey study. The data gathering tool was a questionnaire and based on administrative, judicial and political evaluation for the four factors of network design, network formation, network management and network participation, 52 questions were presented. Data were analyzed by SPSS and LISREL software through exploratory factor analysis and path analysis.  

In terms of ranking, the highest priority was the political sub-criterion (0.215) from the network participation dimension, and the sub-administrative level of network participation with (0.26) was ranked second in the second sub-category of network design (0.029) has it.

Several policies have been adopted in the field of social security, which assesses these approved policies that many of the policies in this area are incompletely implemented or not implemented at all, which causes problems There has been a lot of social security coverage and widespread dissatisfaction with the level of insurers as one of the social security partners.   The results showed that the policy evaluation indicators, in addition to the judicial approach in the network formation index, were verified in the network governance, and could be a suitable measure for measuring network governance indicators defined for evaluation. Social Security Organizational Policies are introduced.

The aim of the present study is to identify challenges facing succession planning within academic environments among employees of Ilam Universities.
This study has carried out using database method and making interviews to 12 experts in the field of human resource management through snowball method in universities of Ilam province. In order to analyze data, open, axial, and selective coding ways were applied. At quantitative stage, 360 managers and employees participated in completing questionnaire provided by researcher.
Research findings indicated that ambiguity in role, inappropriate training for employees, lack of respect to meritocracy, inappropriate performance evaluation,indifferenceculture, regarded among causal central factors emerging challenges of succession and succession include weakness in career path of equal opportunities for improvement, which can lead to some consequences for succession influenced by field factors and intervener factors.
The authors of the research concluded that appropriate training and formulating succession instructions would provide a path for appropriate improvement and lack of which is regarded as a challenge.

This research is trying to explore and determine the components of strategic thinking based on the Nahj al-Balagha text to take a step, however small, in order to know strategic thinking of Imam Ali (peace be upon him). This study was conducted using qualitative methods and library studies. After collecting data, the components of strategic thinking were derived from sermons, letters and wisdoms of Nahjal-Balagha in the form of 36 concepts by content analysis method. Its validity and reliability was measured according to the experts’ viewpoints in the field of strategic thinking. After the process of research, components of strategic thinking were identified in six main themes to name Individual insight, Inferential thinking, teaching and learning, certainty, Breadth of vision and social skills. A strategic thinker must identify and discover his/her abilities and capabilities to actualize them and also has breadth of vision and high social skills to be a successful strategist. A strategic thinker is expected to have components such as insight and understanding, forethought and foresight, truth-seeking, questioning, punctuality, learning from experience, courage, confidence, justice and fairness.