فهرست مطالب محمد ضیا الدینی

The achievement of sustainable rural development is dependent on the creation of rural entrepreneurship. This research aimed to explore the pattern of sustainable social entrepreneurship in animal husbandry using grounded theory. Participants in this study were selected from among the country's economics and management professors, entrepreneurs and managers of entrepreneurial companies, and government officials, with a sample size of 20 individuals. Data collection continued until theoretical saturation was reached. Theoretical sampling was used for sampling purposes, a type of purposive sampling that helps the researcher create or discover theories or concepts that have a theoretical relationship with the evolving theory. In theoretical sampling, the sampling is deliberate (not probabilistic) and focuses on theory development. In the next step, a set of primary concepts (514) were collected through coding. From these, a set of themes (33 themes) were extracted. Then, in the axial coding stage, the links between these themes were categorized under the headings of causal conditions phenomenon-centered, action and interaction strategies‚context, intervening conditionsand social entrepreneurship consequences. These themes were determined in the form of a coding paradigm. In the next step, in the selective coding stage, each component of the coding paradigm was explained, the story was illustrated, and the theory was created.

Inroduction: 

policy implementation is the actions that are taken by government or private sector individuals with the aim of realizing the goals of the policy.Many experts have listed many factors in explaining the factors affecting policy implementation and the problems of policy implementation, and most of them believe that the problems of policy implementation are different with the conditions of each society. Several measures lead to the reduction of failure in the implementation of health system policies/ the purpose of this research is to identify and rank these factors.

This research was applied and in terms of strategy, it was a survey. The research community consisted of 21 health managers of the country, who were selected through non-random and purposeful sampling. The tools of data collection are interviews and questionnaires, and the FMEA technique and the combined approach of AHP and Fuzzy TOPSIS were used to analyze the data.

The results of the research showed that the experts have a total of 10 dimensions in the spectrum of failure reduction measures, including cultural factors, communication, structure, implementation method, management, support, manpower.policy implementers, society, policy formulation and environment and 50 components. They proposed important measures effective in reducing the failure of the implementation of health system policies.

What was stated in this research as the measures to reduce the failure in the implementation of these policies will help the managers and actors of the health system policy field to prevent the occurrence of problems in the path of successful implementation of the health system policies by knowing the factors that reduce the failure of the implementation of the health system policies. Get healthy.

Anti-elitism is the process of voluntary negative confrontation with the elites and the underutilization of their core career capabilities and competencies; the purpose of this research is to identify the causes and consequences of anti-elitism in the public sector.

In order to collect the required data, in-depth interviews were conducted with 17 people with the necessary expertise in the field of elites In order to analyze the data, the relationships between the dimensions and indicators of anti-elitism were determined and analyzed in an integrated manner using the structural-interpretive modeling (ISM) analytical method; Finally, by using MICMAC analysis, the types of variables were determined according to their influence and effectiveness on other variables.

The findings of the research showed that the variable "not paying attention to meritocracy" is one of the key variables, which is included in the category of independent variables (fourth group) and has a great impact on the process of anti-elitism in the public sector.

The research findings indicate that using a merit-based system and leadership for utilizing elites and avoiding political appointments plays an important role in reducing elitism in the public sector, utilizing the abilities and talents of the elites, and preventing their escape from the government sector.

This research was conducted with the aim of exploring the antecedents and consequences of human error of doctors in Rafsanjan hospitals. First, the antecedents and results were identified according to library studies, and then the fuzzy Delphi technique was used with the help of experts' opinions until a theoretical consensus was reached. This research is applied in terms of purpose and descriptive-survey in terms of data collection. The statistical population of this research included doctors from Rafsanjan hospitals. Due to the limited number of experts and hands-on experts in this research, the basis of information gathering, the expertise and expertise of people were selected as sample members from the purposeful sampling method until reaching theoretical saturation. The results of the data analysis showed that the highest level of agreement of the experts in relation to the antecedents of the human error of doctors, with the component of wrong information about the patient and the way of drug distribution, and the lowest level of agreement with the components of not respecting the legal rights of the patient and not using Close ethical standards and professional principles. Also, in relation to the human error of doctors, the highest level of agreement with the components of causing mental-psychological stress in doctors and the increase of complaints among patients and clients of the hospital and the lowest level of agreement. With the components of developing a comprehensive plan regarding the implementation of activities related to health promotion, collecting and disseminating better and more information

After the policies are formulated and approved, they are communicated to the managers for implementation. Several factors lead to the failure of health system policies. In this research, these factors have been identified and ranked.

This was an applied research, and in terms of strategy, it was a survey. The research community consisted of 21 experts in the field of health in the Ministry of Health and universities of medical sciences, who were selected through random and targeted sampling. The tools of data collection were interviews and questionnaires, and to analyze data, Failure Modes and Effects Analysis (FMEA) and Analytical Hierarchy Process (AHP) were used.

In this research, 4 dimensions of failure factors regarding the implementation of the health system policy were identified, including governance, management, environmental and financial resources, and 23 components of the mentioned dimensions were identified. Moreover, the most important identified failure factors through AHP and FMEA were prioritized and evaluated.

Knowledge of failure factors can help to improve the capacity of the implementation of health system policies.

If the employee performs his duties according to the law, he will be rewarded. And if he fulfills his responsibility incompletely or incorrectly. It is obvious that the person in charge will deal with him. But how should a manager deal with a good and bad agent? This is where the weakness and strength of management is revealed. Ali (AS) in the field of cognition, knowledge and action. management and looking at a specific management area. It was not, and in line with the basis of Islam, it had more of an educational aspect, this comparative research is an analysis of the similarities and differences between encouraging and punishing agents in the common administrative system and the government system of Ali (AS).Library and software studies with the narrative, historical and practical course of Amir al-Mu'minin (AS) and today's common management revealed keywords with semantic connection with three basic indicators, methods and strategies of rewards and reprimands, which in the approval patterns ,refinement ,development and establishment were adapted, the key items in the acceptance model are approved and care should be taken to maintain and strengthen them, the trimming items must be corrected, also in refinement Items should be added and expanded, and in the emergent pattern, it should be focused on items that did not exist or were forgotten. The results of this research can be a good indicator for managers to improve the situation of encouragement and punishment in today's management.

The right policy making and development sustainable for development economic and social development is more than necessary, The purpose of the present study is to identify the institutions, prioritize institutional demands and map the institutional network of Sarcheshmeh Copper Complex to gain success and excellent of organization. This is an applied and developmental research. The Statistical population was staff of Sarcheshmeh Copper Complex in 1397. The research sample were 115 experts, the sampling method was purposeful. Interviews were used for data collection and data analysis method is is social network analysis method. The policy making and development demands were categorized into three groups and nine sub-categories, The top priority institutions demands were Exploration and productivity of mines and developing of infrastructure energy, supporting of downstream industries and entrepreneurial business , construction of parts, Perform of Development Plans and factories rebuildingThe main institutions were Iranian mines and mining industries development and renovation organization, parliamentary deputy, Friday imam, governor and Local communities. Based on the findings of the study, In order to Institutionalize culture of entrepreneurship, sustainable developing and social responsibility, more and more effective interaction with the aforementioned institutions is necessary , Using regulatory normative and cultural-cognitive processes are effective steps in success and development of the organization.

Considering the dimensions of organizational bullying and the context of its creation in the emergency department of the hospital, the decrease in the quality of patient care and the increase in dissatisfaction with the services received and the limited research studies in this area, the research was conducted in the emergency department of a hospital of Yazd University of Medical Sciences.

To carry out this descriptive-analytical research, the interpretive structural modeling method was used. The experts included 30 doctors, nurses, and nurses who were either working in the emergency department of a Yazd University of Medical Sciences hospital or had experience of service in this department. From the extraction of these factors, they were returned to them for scoring, and the effects of these factors were measured from their point of view, and the final analysis was done by MATLAB software.

The results show that the greatest effect in reducing bullying is related to "adequate training for personnel to communicate" and "proper and courteous treatment in the face of clients" (with influence power of 5) and the least effect is related to "creating a suitable comfortable environment". and "Perform appropriate triage" (with penetration power of 1).

Considering the destructive effects of bullying, creating appropriate mechanisms to reduce this phenomenon shown in this research and using the factors identified by the people involved in bullying can prevent this phenomenon, which occurs frequently in the emergency room of the hospital.

This study aimed to use process mining to address the issue of anti-meritocracy in the public sector and develop a conceptual model that highlights the importance of utilizing the skills and talents of the elite. The study began by conducting interviews with 17 experts in the field, which led to the identification of 302 initial themes through open coding. From these themes, 16 categories were extracted and grouped into causal conditions (including individual components like Machiavellianism, group components like unhealthy competition, and organizational components such as the possibility of power shifts within the organization), strategies (such as excluding the elite from the public sphere), background conditions (including personal attributes like narcissism and behavioral traits like unhealthy competition), and intervening conditions (such as inappropriate organizational structures). The central category identified was the tendency towards anti-meritocracy, with consequences including the non-acceptance of elite forces. The research findings highlight the importance of utilizing the expertise of the elite in decision-making processes, as failure to do so can hinder the public sector’s strengths and turn opportunities into threats.

Statement of the problem:

The increasing importance of human resource initiatives and the recognition of the value of elite individuals have led many organizations to seek effective solutions by employing their talents. This trend has been particularly evident in elite development organizations within the government sector. The significance of employee talent and the pursuit of enhancing their knowledge and skills have become a global issue, with organizations striving to promote a culture of organizational talent management within their communities (Guth et al., 2012). Managing elite human resources effectively is crucial for improving organizational performance, as recognizing and leveraging their latent talents is a prerequisite for growth and prosperity. This is especially important for managers and leaders of government organizations, which are subject to greater scientific scrutiny due to their dynamic nature. As the public sector becomes more complex, capable leaders are increasingly in demand (Sejeli & Abu Mansor, 2015). In this line, the present study aimed to address the primary question of what the process of anti-meritocracy in the public sector entails. Sub-questions explored various aspects of anti-meritocracy, including its main categories, causal conditions, background conditions, intervening conditions, strategies of action and interaction, and consequences. The primary purpose of this research was to conduct a process mining analysis of anti-meritocracy in the public sector. Specific objectives included identifying the main categories of anti-meritocracy in the public sector, investigating its causal, background, and intervening conditions, examining strategies of action and interaction, and comprehending its consequences.

The study used grounded theory as the research strategy. This systematic and qualitative approach is used to create a comprehensive theory that explains a wide-scale process, action, or interaction concerning a given topic. Therefore, grounded theory was deemed a suitable approach to investigate the process of anti-meritocracy in the public sector.

Suggestions:

Public sector human resources departments should develop and implement elite recruitment strategies based on internal and external environmental factors. Research results should be communicated to organizational leaders to keep them informed of the status of elite recruitment and enable them to maintain and improve their strengths, reduce weaknesses, take advantage of opportunities, and minimize losses caused by threats. The dimensions and components of the evaluation of the public sector environment to attract the elite should be communicated to organizations to monitor their situation at specific times.Comprehensive programs should be formulated to create active and dynamic environments for human resources, providing the ground for the development of creativity and innovation for the elite in order to retain them. Intellectual property laws should be adopted and regulations should be approved to increase the motivation of elite individuals and prevent them from leaving the public sector. Protecting the rights of intellectual property is considered one of the inalienable rights of the elite and effective laws that can help motivate them. Using the meritocracy and succession can help to utilize the abilities and talents of the elite, avoid politicization, and prevent them from leaving the public sector. This can also increase their motivation to serve in the public sector.The experts suggested several ways to combat anti-meritocracy in the public sector. One approach is to create more opportunities for talented individuals and ensure that rules and regulations are properly implemented. Additionally, establishing a performance evaluation system with executive guarantees can help promote a merit-based culture. It is also important to rely on individuals who are part of the elite group, believe in the value of meritocracy, and are willing to trust the elite to address the country’s challenges. To further promote meritocracy, it is crucial to train individuals committed to eliminating anti-meritocracy. This can involve avoiding appointing individuals who are jealous, as the elite typically have high occupational expectations.

Formulation and implementation of the policy of the Road Organization is one of the necessities of the organization to reduce accidents caused by accidents and traffic problems. Policy means paths, policies and decisions The implementation of policy refers to the activities that it performs directly.

Several factors lead to the failure to implement the policies of the road organization that the present study identifies and ranks these factors.Research

This research is applied and in terms of strategy, survey. The research community consisted of 12 managers of the Highways and Road Transport Organization of the country who were selected through non-random and purposeful sampling. Data collection tools are interviews and questionnaires and FMEA technique and fuzzy AHP and fuzzy TOPSIS approach have been used to analyze the data.

Based on the findings, the effective factors in the failure of the implementation of the policies of the Roads and Transportation Organization of the country are: Lack of skills and expertise of managers and employees in the implementation of policies and incorrect attitude of executives towards policies.

According to the research findings, it is necessary for the organization to pay more attention to specialization and meritocracy in selecting managers and policy makers and training and empowering executives for effective and optimal implementation of policies in the organization.

Part of the success in implementing policies goes back to the capacity to implement the policy because capacity is the ability to do so.

In this research, the factors leading to the improvement of the capacity to implement policies and the cause and effect relationship between them have been identified.

This research is applied and the research population is15 HSE policy experts in Kerman who have been selected through non-random and purposeful sampling. Data collection tools were interviews and questionnaires and FMEA and fuzzy dimmetel techniques were used to analyze the data.

The index of organizational support in formulating and implementing HSE policies has the highest and the index of creating organizational structure integration in relation to HSE has the least impact on other indicators to improve the capacity to implement these policies.

Efforts to improve the capacity to implement HSE policies should be accompanied by more investment to improve the quality of the organization's support index in the development and implementation of HSE policies to strengthen other indicators. Focusing on the continued presence of effective HSE experts in the organization and creating management stability can enhance the capacity to implement HSE policies

The present study was conducted with the aim of providing an ethical decision-making process model in the policy-making processes of the country's oil companies.                 

The present study was qualitative, with a survey-exploratory approach and based on data theory. The statistical population of this study was a group of experts including senior managers of the oil industry, and advisors and university professors familiar with the general management of the oil industry who were selected as a sample using snowball sampling method. The main tools of data collection were in-depth and unstructured interviews with experts. Finally, after open, axial and selective triple coding, the conceptual model of the research was designed based on a paradigm model.

After analyzing the interviews, 109 initial concepts were extracted and after reviewing them and removing duplicate concepts, 42 final concepts and 17 categories were identified.

The main (central) category was "the emergence of a sense of social ethics in managers" which under causal conditions such as organizational culture, organizational commitment of managers, religious beliefs, managerial expertise, managers 'views of society, managers' awareness of correct ethical decision-making processes, knowledge Managers are formed from their social responsibilities and managerial experience. The main categories are affected by conditions such as "emphasis of the Ministry of Oil on the ethical decision-making of managers" and "pressure of colleagues to observe ethics in decisions" and environmental conditions such as "environmental pressures to align with the interests of society" affect this category. The proposed strategies of this model were "managers 'self-monitoring of decisions", "stakeholder monitoring of managers' decisions" and "in-service training courses" which led to consequences such as "stakeholder trust" and "stakeholder satisfaction".

The purpose of this study is to validate the consequences and results of creating a maturity of green human resources in the first class areas of the National Iranian Petroleum Products Distribution Company. This research is a descriptive research and correlational studies. After confirming the validity and reliability of the statistical population questionnaire, the employees have an organizational base of 14 and above in the first-class areas of the company and the sample size is estimated at 300 people. The questionnaire reliably measured the characteristics of the consequences and results of creating green human resources in the first-class areas of the National Iranian Petroleum Products Distribution Company.

Today, the policies of the Road Transport Organization of the country are implemented with the aim of identifying the elimination of accident hotspots on transportation roads and creating a safe point for the movement of goods and passengers and preventing the loss of resources. A policy is a path for moving and the purpose of implementing a policy is the activities that it performs directly. Numerous measures lead to the reduction of failure in the implementation of the organization's policy. In this research, these factors have been identified and ranked. This research is applied and in terms of strategy, it is a survey. The research community consisted of 12 managers of the organization who were selected through non-random and purposeful sampling. Data collection tools are interviews and questionnaires and FMEA technique and fuzzy AHP and fuzzy TOPSIS approach have been used to analyze the data. According to the findings, effective measures to reduce the failure of the implementation of the policies of the Road Authority are: outsourcing, paying attention to the needs and conditions of each region in the policy development stage, effective training of policy makers, creating motivation among policy makers. According to the research findings, it is necessary that the organization pay more attention to creating and strengthening the structure of units with careful planning and changing the approach of managers.

The purpose of this study is to explain the problems of the executive branch in the light of prismatic theory and to provide a model for achieving good governance.

The present study was applied-objective in terms of purpose and the data were collected through in-depth semi-structured interviews with 19 experts of Iranian government organizations and analyzed by content analysis method. Finally, all dimensions and components obtained by fuzzy Delphi technique Were analyzed and confirmed.

In the present study, the fuzzy Delphi method was performed in two rounds. The value of fuzzy to measure the degree of consensus of experts in the second round for the dimensions and components of the problems of the executive branch in the light of prism theory and good governance is above 0.7, which shows that there is coordination between the views. Thus, the dimensions of good governance include accountability, participation, transparency, fairness, legitimacy, power, risk management and flexibility, government capacity, interactions of government institutions, and effectiveness.

The current research was carried out by identifying the effective factors on the improvement of the implementation capacity of the renewable energy policies of the vision document 1404 at the level of analysis of policymaking and policy implementation experts of the Ministry of Energy and related organizations, including Tawanir and Satba and regional electricity companies. The current research is of a qualitative type, which was conducted with the fuzzy Delphi method. The statistical population of the research was 21 experts and experts in this field, who were selected by purposeful sampling and a combination of purposeful judgment and snowball sampling, which reached the saturation point. Information analysis was done in three stages with the fuzzy Delphi method, failure mode analysis method and fuzzy Dimetal method, and the findings of the research are the importance of six policy formulation factors, policy implementers, management factors, structural factors, financial factors and environmental factors and the components that explain it. ; it shows. According to the obtained results, the dimensions of policy development include the five dimensions of transparency of the concept, clearness, dynamism and flexibility and policy goals; The dimensions of policy implementation include political trust, procedures and fair distribution, political affiliation and participation; The dimensions of management factors include the commitment and experience of executive organizations, policy evaluation in appropriate time frames, the alignment of the government's executive programs; The dimensions of structural factors include appropriate organizational structure, policy implementation infrastructure, policy implementation instructions, appropriate monitoring system; The dimensions of financial

The purpose of this study was to explain and validate the intervening and background factors effective in creating the green human resources maturity pattern in the first-class areas of the National Oil Products Distribution Company. This research is a descriptive research and is a type of correlational study. After confirming the validity and reliability among the statistical community that the employees with organizational base 14 and above were in the first-class regions of Iran's National Oil Products Distribution Company and the sample size was estimated at 300 people, the data was distributed and analyzed using SPSS and AMOS software. The findings showed that the result of Bartlett's sphericity test was at a significant level (Sig=0.001) and this means that the variables have a high enough correlation to provide a logical basis for exploratory factor analysis. Also, the results of the fit indicators of the measurement model showed that the intervening factors and background questionnaire had favorable conditions and the fit of the structural model indicated that all the components of the intervening and background factors confirmed the fit of the model and finally using the questionnaire The aforementioned measures acceptably the characteristics of the intervening factors and the background of the creation of green human resources surplus in the first-class areas of the Iranian National Petroleum Products Distribution Company.

The purpose of this research was to identify the effective factors in the improvement of the capacity of implementation of the renewable energy policies of vision document 1404. The qualitative research method was carried out with the fuzzy Delphi method, and it was practical in terms of the goal. The statistical population included policymaking and policy-implementation specialists of the Ministry of Energy and related organizations, including Tavanir and Satba, and regional power companies, and 21 people were selected as the research sample based on the purposeful sampling method. Also, the number of samples was based on the rule of theoretical saturation. Data analysis was done in three stages with the fuzzy Delphi method, failure mode analysis method, and fuzzy Dimetal method. The findings showed that six factors of policy development, policy implementers, management factors, structural factors, financial factors, and environmental factors are very important. Also, the dimensions of policy development include the five dimensions of concept clarity, clarity, dynamism and flexibility, and policy goals; The dimensions of policy implementation include political trust, procedures, fair distribution, political affiliation, and participation; The dimensions of management factors include the commitment and experience of executive organizations, policy evaluation in appropriate time frames; The dimensions of structural factors include appropriate organizational structure, policy implementation infrastructure, policy implementation instructions, appropriate monitoring system; And the dimensions of financial factors included financial resources, investment and policy support. Finally, it can be concluded that policies evolve over time through gradual changes or through fundamental and fundamental changes, and adopting a policy is not an endpoint of the policy process or a definitive solution to a fundamental problem.

Background and

With the emergence of new sciences, management styles have also changed. Among these management styles, there is the emergence of showcase management that focuses on displaying performance instead of actual performance. The purpose of this research was to identify and rank the factors affecting the emergence of showcase management in Sarcheshme copper complex in 2021.Research

The current research was conducted using descriptive-survey studies in a statistical sample of 50 employees of Sarcheshme Copper Complex until theoretical saturation. Research literature and questionnaires were used to identify the factors influencing the emergence of storefront management. The fuzzy Delphi technique was used to analyze the data.

The findings showed that among the identified factors, 7 factors were approved by the experts in two rounds. Also, in the ranking of factors affecting the emergence of showcase management, the factor of lack of strategic intelligence, the factor of lack of meritocracy system and the factor of lack of effective performance evaluation system were ranked first to third.

Showcase management style can have a negative aspect on various aspects of the work of the employees of an organization. In order to diminish this style in the workplace, it is necessary to focus on strengthening the strategic intelligence of managers, observing the meritocracy system, and implementing an effective performance evaluation system.

The purpose of this study is to identify and validate effective tactics and strategies in creating the maturity of green human resources in the first class areas of the National Iranian Petroleum Products Distribution Company and is a descriptive study of correlation studies. The statistical population includes 835 employees with an organizational base of 14 and above in the first class areas of the National Iranian Petroleum Products Distribution Company. The questionnaire was distributed and the data were analyzed using SPSS and AMOS software. The result of Bartlett sphericity test was significant (Sig = 0.001) that the variables were highly correlated enough to provide a logical basis for exploratory factor analysis. The results of measurement model fit indices showed that the questionnaire of tactics and strategies has favorable conditions and all components of tactics and strategies confirm the fit of the model. Also، the factors of tactics and strategies in the three rough categories had the highest priority in this dimension of policy-making and strategy development of human resource management، green education and development، reward and compensation of green services

Background & Financing of the health system one is one of the four main functions of the health system. It is useful to use the capacity and resources of charities for this purpose. The purpose of this research is to identify and design the financing model of the health system based on the efforts of donors.
This study is a mixed type of research. First the components were identified using the qualitative content analysis method and then the relationships between these components were determined using the structural interpretive modeling method. Finally, by using MICMAC analysis, the type of components was determined according to the impact and effectiveness on other components. The studied population in both quantitative and qualitative sections included senior managers of medical sciences universities across the country, university professors and health benefactors. In the end, 9 experts were selected to conduct the interview by purposive sampling method.
After analyzing the data obtained from interviews with experts, 13 components were identified, which were classified into five different levels and were plotted according to the ISM graph relationships.
According to the results of the MICMAC analysis, the components of building trust among donors, lack of government resources, legal restrictions and the economic status of the society have the greatest effect on other components, and at the same time they accept the least effect from them, it is necessary to examine these components in priority be placed.

The purpose of this study is to validate the causal factors affecting the maturity of green human resources in the first class areas of the National Iranian Petroleum Products Distribution Company. This research is a descriptive research and is a correlational study. After confirming the validity and reliability among the statistical population that the employees have an organizational base of 14 and above in the first class areas of the National Iranian Petroleum Products Distribution Company and the sample size is estimated at 300 people, distributed and analyzed using SPSS and AMOS software. Is. The results showed that the result of Bartlett sphericity test was at a significant level (Sig = 0.001) and this means that the variables have a high enough correlation to provide a logical basis for exploratory factor analysis. Also, the results of measurement model fit indices showed that the causal factors questionnaire has favorable conditions. Finally, the results of structural model fitting indicated that all components of causal factors confirm the model fit. In general, the results indicate that using the questionnaire, the characteristics of the causal factors of green human resources in the first-class areas of the National Iranian Petroleum Products Distribution Company were reliably measured.

In recent decades, increasing productivity and reducing losses through the improvement of behavioral abnormalities at work has been considered by experts in organizational behavior, especially health researchers. Employee' abnormal behavior is a voluntary behavior that violates important norms of the organization, and thereby, threatens the goodness of the organization, its members, or both. The purpose of this study was to design a model for antecedents and outcomes of behavioral abnormalities of human resources in the Ministry of Health and Medical Education.

This was a cross-sectional study conducted in the summer of 2021. Library and Delphi study methods were used to collect information. Factors were identified and extracted using library studies. Then, experts were asked to determine the importance of each of the identified factors using verbal variables. After that, the verbal variables were converted to triangular fuzzy numbers and the triangular fuzzy mean was decaphasized using the Minkowski formula. Using the fuzzy Delphi method, during 3 stages, experts reached a consensus on the antecedents and outcomes of the abnormal behavior of human resources in the Ministry of Health and Medical Education by experts and developed a model.

A total of 21 factors were identified as antecedents and 13 factors as outcomes of outcomes of the abnormal behavior of human resources. The highest agreement in the field of antecedents was with the component of poverty and livelihood problems and weakness of self-control and the lowest agreement was with the component of meaninglessness of the universe and the imperfect physical condition and socialization, which have been completely eliminated. Migration has been recognized as the least agreed upon factor. In the field of outcomes, the highest agreement was with dissatisfaction and decreased motivation and the lowest was with suicide and sexual harassment.

Considering that poverty and livelihood problems and poor self-control were the most important antecedents of abnormal behavior, authorities can reduce abnormal behaviors of the employees by improving their living conditions and increasing their salaries and benefits, as well as increasing employees' ability to control themselves and improve their self-management skills.

The purpose of this study was to design a succession planning model with the human resource development approach in the Hajj and Pilgrimage Organization using a meta-analysis. To do this, after studied the research literature and identifying the components of substitution breeding from its heart, they were classified and separated and the components were extracted. This research was based on the purpose of applied research and based on descriptive and exploratory nature. In terms of method, meta-analysis technique has been used to extract the results, which was a qualitative study. In the present study, articles published in domestic and Latin journals have been used. At the beginning of the study, in the first stage, 81 studies were collected. In the second stage, those articles that had p-value, t-value and other statistics were separated from each other. Of these, 43 accepted articles were used. Based on the findings of this study, Hajj and Pilgrimage Organization was prone to successful implementation of succession planning and The strategic improvement of human resources, and on the other hand, organizational commitment to succession planning, Senior management support in the Hajj and Pilgrimage Organization. It is also possible to provide the necessary platform to improve the other components associated with this condition.

The purpose of this study was to design a pattern of maturity of green human resources in the first class areas of the National Petroleum Products Distribution Company. This research is developmental in terms of purpose and qualitative research in terms of strategy and method. In this section, interviews were conducted with 13 human resources experts and managers and experts of the National Petroleum Products Distribution Company. The data of this study were open through semi-structured interviews and 10 new concepts were not obtained from the interview, which was conducted to ensure the theoretical saturation of the other 3 interviews. In the open and axial coding stage, 21 categories and 128 concepts of recognition and connection between these categories have been identified. In the research results, while recognizing the conditions against the interventionist, the context, the central phenomenon, the strategies and the consequences have led to the formation of a paradigm model