محمدرضا باقرزاده

With the ever-increasing number of media, the audience is trying to choose a media that has more variety and appeal while being appropriate to their criteria and interests. Considering the importance and influence of advertising in attracting the attention of the audience and the need to measure its effectiveness, the aim of the current research is to model the effective factors on the evaluation of the effectiveness of television advertisements. The statistical population of the qualitative part was formed by experts familiar with the subject of the research, who were interviewed with a non-random and targeted method until the theoretical saturation of 15 questionnaires. In this research, a researcher-made questionnaire was used in order to collect the required data in order to measure the investigated variables, and its validity and reliability were confirmed by the opinions of experts. For data analysis, the content analysis technique was used. Qualitative was used and the desired software is Max Kyoda. The results showed that the dimensions of the model include 31 components and the modeling results showed that the model has a good fit

Organizations are affected by changing and competitive needs, regional and global laws and regulations, customer requirements as well as stakeholder expectations, and to achieve and achieve their desired results, need effective and efficient methods and systems. Therefore, the establishment of an integrated management system with different approaches such as quality, environment, safety and other issues required by the organization will be a desirable solution. Integrated management systems are actually aimed at integrating and integrating the three systems; Quality management, environmental management and safety management have been proposed in order to achieve a comprehensive management system. Organizations with the idea of continuous improvement and superior and creative attitude in scientific and correct management of resources need to implement this system.

The research method is combined and based on exploratory mix (qualitative-quantitative). The statistical population in the qualitative part was 40 elite professors in the field of management and in the quantitative part was 560 artisans of Qazvin province. Relative cluster sampling method was distributed among 350 samples. The validity of the questionnaire was confirmed by face and content method and its reliability was confirmed by Cronbach's alpha. Data were analyzed by exploratory and confirmatory factor analysis with SPSS and AMOS software.

The results of the qualitative section indicate that the model of promoting lean integrated management based on sustainable development in 4 dimensions of program, implementation, control and improvement is based on 5 axes. 

Discussion and Conclusion

Elements of promoting lean integrated management include three levels: a) Macro: cultural level promotion, technological upgrade, integration of management systems, systemic attitude, attention to the biological ecology of the organization, b) intermediate level: purposeful communication with other industries, Develop integrated strategies, pay attention to organizational changes in organizational management decisions, align the organization to achieve goals, create organizational affiliation, accountability and management commitment, goal setting, c) Micro level: empowerment of human resources, organizational justice, establishing knowledge management, employee participation, management Performance, continuous improvement, 2- Underlying factors: managerial characteristics, economic conditions, environmental conditions of the organization, social culture 3- Interfering factors: political factors, economic factors, social factors, biological factors, 4- Consequences: economic, social, environmental 5- Continuous improvement strategies.

One of the most important issues that affects the performance of organizations and provides the basis for their success is the issue of organizational health. Knowing the organizational health of schools can facilitate the educational, educational and administrative affairs of schools and predict the effectiveness of school activities and lead to the implementation of programs in a scientific and expert manner. The current research was carried out with the aim of identifying the indicators of organizational health in the education departments of the country.

In terms of the objective, the current research was an applied research with a qualitative approach. The statistical population of the research includes 25 experts who were the decision team in identifying the indicators and dimensions of the variables, which were used by non-random (targeted) method and snowball method.

According to the findings of the research, for organizational health in the country's education departments, 57 indicators were identified in most of 13 components and 3 dimensions (organizational, managerial and behavioral). For the organizational dimension, the criteria of approach, responsiveness, sociability, learning and atmosphere were divided, for the managerial dimension, the criteria of leadership, motivation, process, and finance, and for the behavioral dimension, the criteria of innovation, culture, employee development, and validation were divided.

The results of the research showed that for organizational health in education departments of the country, attention should be paid to three organizational, managerial and behavioral dimensions.

The policy approach of human resource management refers to attracting, developing, managing, creating motivation and achieving the commitment of key resources of the organization, that is, the people who work in or for that organization should be effective in an intelligent way. Build and manage management interactions.The purpose of the current research is to formulate a human resources development model according to the policies of the country's property and document registration organization, which in terms of the purpose of the development-applied research type and in terms of the method, it was carried out with a mixed exploratory (qualitative-quantitative) approach. The present research in the qualitative part after analyzing the records, using the qualitative method and in-depth interview on 17 people from the panel using the purposeful and cluster judgment sampling method, reached theoretical saturation, and then the information obtained using the method The analysis of the topic under investigation and the implementation of the Delphi technique have been made.The findings of the research showed that the development of human resources according to the policies of the organization of registration of documents and properties of the country.The conducted investigations have shown that the components and sub-components of human resource development of the country's property and document registration organization have been fully identified and investigated.

The present study aims to formulate and apply a paradigm model of integrated management promotion with an emphasis on sustainable development. The research method is mixed, utilizing an exploratory approach (qualitative-quantitative). The statistical population in the qualitative part included 28 professors and elites in the field of management, while the quantitative part involved 480 craftsmen from Qazvin province. In the qualitative part, in-depth interviews were conducted with 20 experts using the snowball method until theoretical saturation was reached. In the quantitative part, a researcher-made questionnaire was distributed among 300 samples using a relative cluster sampling method to measure the model. The validity of the questionnaire was confirmed by face, and content methods and its reliability was confirmed by Cronbach's alpha method. Data were analyzed using exploratory and confirmatory factor analysis with SPSS and AMOS software. The results of the qualitative part indicate that the model for promoting lean integrated management based on sustainable development encompasses four dimensions: program, implementation, control, and improvement, based on five axes: 1. Elements of Integrated Management Promotion: Macro Level: Cultural level promotion, technological upgrade, integration of management systems, systemic attitude, attention to the principle of change in customer needs. Intermediate Level: Purposeful communication with other industries, development of integrated strategies, attention to organizational changes in institutional management decisions, aligning the organization to achieve goals, creating organizational belonging, accountability and management commitment, and goal setting. Micro Level: Human resource empowerment, organizational justice, knowledge management, staff participation, management performance, continuous improvement. 2. Underlying Factors: Managerial characteristics, economic conditions, social security, social culture. 3. Interfering Factors: Political factors, economic factors, social factors, government interventions. 4. Consequences: Economic, social, environmental. 5. Continuous Improvement Strategies.

In a world where change is evident, the only way to survive is to adapt to changes. Organizations have realized that their most important capital is human resources, which is an important factor in the success and progress of any organization. A necessary condition for the realization of the goals of any organization is the existence of special manpower and employees who, in addition to having special abilities and skills, have a commitment to their job and organization and feel satisfied with their duties. The purpose of the current research was to design and compile the human resource management audit model in Pars Petrochemical Company.

The research method was a mixed research type with an exploratory design and a fundamental goal. The research community in the qualitative section includes 12 experts in the field of human resources management who were selected by snowball sampling. In the quantitative part, all the employees of Pars Petrochemical Company (N=400), using Cochran's formula, 196 people were selected as a sample. Based on the opinions of experts, and based on the Delphi technique, 108 indicators were extracted to include the policy dimension (14 items), the process dimension (19 items) and the performance dimension (75 items) and based on that, a researcher made a questionnaire whose validity was verified by the Delphi panel. Its confirmation and reliability (α=0.91) were obtained. The data were analyzed by SAW multivariate analysis test, t-Student mean comparisons and SPSS and EQS software.

Based on the significance of each of the indicators in the explanation of the components of the model, the significance of the components in the explanation of the dimensions, as well as the significance of the dimensions in the overall explanation of the model, it can be concluded that the audit model of human resources management can be explained based on the 3 dimensions of policy, processes and performance. and each of these dimensions can be meaningfully measured through 3 identified components, i.e.: structure, developing systems and employee balance. Also, the role of each of the model indicators in explaining the components was found to be significant, which showed the overall significance of the human resource management audit model in this research. The results showed that the contribution of the policy dimension in explaining the human resources management audit was equal to 0.60, the process dimension was 0.89, and the performance dimension was 1.23. Also, the fit of the research model is appropriate and confirms its high power in explaining the causal-effect relationships of the variables.

Considering that the audit of human resources management, organization and human resources can have consequences such as productivity and increasing performance and efficiency, it is suggested that the managers of the organization establish and create a human resources management audit unit according to the results of the research. Pay attention as part of the human resource management system in the organization. Among the limitations of this research is the lack or absence of suitable standards and indicators for human resource development audit. On the other hand, the indicators designed for the unit studied in this research cannot be generalized to other works and can only be explained and improved in future audits for the same units; But the general steps of the audit process can be modeled. Also, the execution capability of the model depends on the availability of information and documents and evidence required by the units, and in addition, the resistance of some participants in the project (interviewees) or the lack of sufficient knowledge of the overall purpose of the audit or the process of conducting it, including other obstacles and problems are work. Also, in the worst case, the audit model may be used only for formal but unrealistic confirmations of existing conditions and reporting to managers. Finally, it can be stated that human resource management audit offers assurance and reflection about the main organizational costs and an opportunity to examine the efficiency and effectiveness of human resource management and its potential role in the future success of the organization. The future orientation of HRM audits (unlike other types of audits) is related to the planning needs of the organization and provides an emphasis on evidence-based review of credibility. The use of accepted auditing techniques, combined with audit independence and competence, provides a unique contribution to the organizational planning and control environment. Each audit's quality, skills and competencies, and potential costs and benefits should be considered individually at the organizational level. The benefits of human resource management audit can include discovering areas for improving the organization's future, clarifying human resources goals, aligning human resource plans with the organization's strategic plans and priorities, highlighting critical human resource issues for organizational success, and re-examining key assumptions. and clarifying in the organization that these goals can be achieved based on the model presented in this research.

Aim and

In order to survive, create a competitive advantage, increase efficiency, achieve organizational goals, organizations need human resource planning within the human resource management system. Manpower in organizations is considered as human capital and the most important infrastructure and is the main source of competitive advantage, creativity, innovation, productivity, effectiveness and development and transformation and for reasons such as scarcity, irreplaceability and imitation and process impact on other variables and Extra-organizational is the most valuable and strategic asset of the organization. The main purpose of this study was to provide a model for reducing manpower planning inadequacies in the Social Security Organization.

This research is mixed in terms of applied purpose, in terms of nature, exploratory and based on the method of data collection. The participants of the quality section were 23 experts who were selected by purposive sampling. Qualitative data were collected through semi-structured interviews and the data were analyzed using content analysis method. The validity and reliability of the data were assessed through aptitude test. In the quantitative part, the data collection tool was a researcher-made questionnaire and was analyzed in two stages of fuzzy Delphi survey. Cronbach's alpha was estimated to be 783% and Demitel method was used to fit the extracted pattern. The statistical population at this stage was the resource staff of the Social Security Organization, which was determined using Morgan's table of 364 people and the sample was selected by simple random sampling.

Findings indicated that the organization's human resource planning system faces 19 main problems, which are the indicators of lack of proper planning model, improper implementation of human resource planning, lack of monitoring, control and feedback (performance evaluation - effectiveness), human resource planning, lack of adequate support. Human resource planning, lack of prioritization of the organization's human resource planning, short-term view and elimination of the task of planning were among the most important problems and shortcomings of the organization's human resource planning system. The results show that the extractive components of the research model are community-approved. Also, 14 factors affecting the problems of the human resource planning system were identified, including factors such as managerial instability; Rental and political selection of managers; The desire to maintain the status quo; Lack of specialized and efficient planning managers; Changes in government, political, cultural, economic, and technological laws were among the most important factors influencing the problems of the organization's human resource planning system. Finally, 14 strategies were identified to overcome the problems of the human resource planning system, which are solutions to design an appropriate HR planning model; Understand and support senior planning management; Integrated human resource planning system; Managerial stability and non-political appointments; Improving, implementing and properly implementing the monitoring and performance evaluation system were among the most important solutions to overcome the problems of the human resources planning system of the Social Security Organization. The Social Security Organization can do the necessary planning to reduce the problems of the human resource planning system by identifying the shortcomings, the factors affecting it and the solutions presented in this study.Discussion and

The human resource planning system of the Social Security Organization, as one of the factors for the survival and prosperity of the organization, has a key role in achieving its goals and the findings of this study provide operational implications in improving the organizational performance of the Social Security Organization. The Social Security Organization can do the necessary planning to reduce the problems of its human resource planning system by considering the identified problems, the factors affecting it and the solutions presented in this research.

Green concept is a new concept in organization management. Green decision-making refers to decisions that are within environmental limits with an emphasis on protecting natural resources for improving the quality of life. The aim of the present research is to present a green management development model in the branches of Tejarat Bank of Iran. The statistical population of the research is 32 experts of branches of Tejarat Bank. Data collection was done through a Delphi questionnaire with standard components. Four main variables and 11 sub-variables of structural modeling were tested and the validity and reliability of the variables were confirmed. In this research, (SLR) technique was used to determine the relationships between variables and the comprehensiveness of the model using PLS software. The findings of the research have shown that the final model of this research has four dimensions and 11 components. The dimension of organizational innovation includes components of (equipment, training, support) and organizational commitment includes components of (affective commitment, normative commitment, continuous commitment), the dimension of organizational leadership (performance, decision-making, and management) and the dimension of organizational strategy include components of (leadership strategy and culture building). And at the end, it is suggested that the branch managers of Tejarat Bank, by applying leadership and timely decisions and managing employees, using innovative ideas and training, and up-to-date equipment, and setting a strategy in accordance with the goals of the organization and increasing the commitment of employees, can take an effective step towards the implementation of green management in Tejarat Bank branches throughout the country

The purpose of this research was to prioritize the factors of human resource management audit model. The purpose of the basic research was carried out in a survey way. The statistical population are experts in the field of human resources management, 12 people were selected by snowball sampling. With exploratory plans and EQS statistical analysis software, SAW multi-criteria analysis was used to prioritize each model's indicators and components. The results showed that the factors of human resource management audit model were determined in 3 dimensions, 9 components and 108 indicators. According to the results of prioritizing the components of the audit model, it can be seen that the weights obtained for the components in each of the dimensions of the model reflect the same priorities. Finally, the need to pay attention to these categories can raise the audit level of human resources management to an acceptable level.

The aims and objectives of medical science education -as one of the effective social organizations- require the use of appropriate organizational policy approaches. Before providing healthcare services, the health system needs to ensure the health of its own organization. Due to the importance of political health, especially the health system, the present study was conducted with the aim of reviewing the health of organizational politics. A simple descriptive review was conducted by searching two approaches of books and databases during the years 2014-2024 (10 years) in Persian and English. The keywords used in the search include: organizational health, organizational policy, system. Health, health policy has been in the study of library and database databases including; ISI, isc Googlescholar, Pubmed, there were 4 bases.
The search was conducted in a targeted manner in 4 stages and by reducing the number of articles in 3 stages by applying the inclusion criteria, and at the end, 9 Persian articles and 4 English articles were included in the study.
The findings showed that having organizational health requires having a perceived organizational policy format in order to elevate the organization, and an organization like medical sciences needs to restore organizational policy and have intra-organizational health. Based on the results of the studies, the way forward for the advancement of medical science education requires the modification and restoration of the current policies of the health system in order to form a new vision of medical science education with predictable goals.

The present study aimed to design a model of social media environment antecedents with a socio-media trust approach to social security. This study is an applied goal in terms of implementation method in the form of a descriptive-survey research with a cross-sectional approach. The statistical population includes all citizens in Tehran, from which a sample of 200 people has been selected. In this study, a questionnaire including 6 dimensions and 26 questions was used to collect information to test the hypotheses. The validity of the questionnaire was confirmed using content validity method and convergent validity and the reliability of the questionnaire was calculated by calculating Cronbach's alpha coefficient and combined reliability. To test the hypotheses, the partial least squares technique and Smart PLS software were used. The results of testing research hypotheses showed that information quality has a positive and significant effect on social trust; Information credibility has a positive and significant effect on social trust; Perceived honesty has a positive and significant effect on social trust; Social trust has a positive and significant effect on social capital; Social trust has a positive and significant effect on social security; Social capital has a positive and significant effect on social security. Overall, the findings of this study show that the antecedents of the social media environment can play a positive role in shaping social security by influencing trust and social capital.

The purpose of this research is to design a model for establishing a green information technology mechanism in Iran Trade Promotion Organization. The present study is developmental in terms of purpose, survey in terms of data collection, and cross-sectional in terms of time, and was conducted in the year 1400. This study was conducted based on two quantitative and qualitative (mixed) approaches, the statistical population in the qualitative phase includes university professors and senior managers of the mentioned organization, and in the quantitative phase, it includes 340 experts. In the qualitative phase, the results of semi-structured interviews were analyzed with thematic analysis method (using MAXQDA software), and the inductive thematic analysis method was used to analyze the interviews. The result of the interviews with 12 experts, who were purposefully selected, was 9 main themes for designing the model. In the quantitative stage, interpretive modeling was used and the resulting 9 factors were stratified and the ISM graph was designed with 9 factors. In the following, using the questionnaire tool and with the help of Smart PLS software, the significance of the relationships between the factors was investigated. The validity of the data and the questionnaire from the perspectives of the professors, and the reliability of the questionnaire using Cronbach's alpha, were confirmed. Results Two extra-organizational factors and green policy were removed from the model and seven factors: intraorganizational, social and economic, environmental changes, green evaluation, strategic values, long-term values, and organizational requirements were confirmed in designing the model for green information technology mechanism.

Human resources management is a dynamic discipline that is strongly related to individuals’ behavior and can have an impact on the organization's strategy and goal achievement. The purpose of this study is to provide a comprehensive model of the factors affecting the strategic management of human resources in Iran’s tax organization. The study followed a descriptive method and in terms of the goal, it was applied. The statistical population included employees and experts of the tax administrations from among whom, a total of 348 individuals were selected as the statistical sample. Obtaining the data was done through valid questionnaires, and the analysis of the collected data was accomplished using structural equation modeling. In addition, the validity and reliability of the variables were secured. The results showed that the factors presented for the strategic human resources management model include dimensions such as human resources training, organizational transformation, organizational commitment, organizational culture, management, human resources. Finally, it is suggested that the indicators can potentially have a positive effect on advancing the strategic goals of the organization.

The main format of organizations is organizational policies. Organizational policies (contrary to the common definition) is a systematic organizational approach. For organizational promotion, we need to check organizational indicators. The criteria of organizational indicators are estimated based on organizational measurements. To apply organizational policies, optimal policies need to be implemented. Organizational behaviors should be adjusted according to the organization by managers. Therefore, the present study was carried out with the aim of investigating the position of evaluating the optimal organizational policies of the health system. The current study is a simple descriptive review that was conducted in the uptodate, isi, pubmed databases in the period of 2005-2023, with keywords; Assessment, health system assessment, optimal policy, organizational policy, health system, health system policy were searched. Findings of the article 13 articles have been found at the end of 3 stages of screening. Findings have shown that evaluating organizational policies in organizations requires managers to have optimal organizational behaviors. Organizations' possession of organizational policy is a meta-management approach, therefore, in the form of classical and modern management, the main organizations, like the health system, must have organizational characteristics. Therefore, the managers of the health system need to have organizational policies in order to make micro and macro health and treatment decisions, and the political behavior of people in the health system needs to have an organizational format.

The aim of this research is to present a model for the development of the tourism industry with an emphasis on the role of media management using a mixed approach. A mixed (qualitative-quantitative) approach has been used in this research. The statistical sample in the qualitative part included 15 professors and specialists and experts in communication, media and tourism: and in the quantitative part of the research, it included 200 managers and senior tourism experts in Mazandaran. In the first step of the research, the coding of the specialized research interviews was done using the qualitative analysis of the theme with MAXQDA v10.R150410 software. In the next step, the results of confirmatory factor analysis with Smart PLS software are presented. Then, the existing categories were leveled with the structural-interpretive method with MicMac software and the initial research model was designed. Based on the results obtained in this research, advertising, service quality, policy making, participation of local people, tourism culture, proper use of the environment, income generation in tourism destination and infrastructure facilities were identified as the main components that have an impact on the tourism industry. The results of the quantitative part of the research showed that the proposed model has a good fit and credibility for the impact of mass media on the development of the tourism industry.

Sustainable development is one of the most important goals with which city managers tend to be faced. With the increasing need for public services in cities on the one hand and financial constraints on the other hand, the need to realize this goal is felt more and more. Furthermore, today, city tourism is one of the main pillars and economic stimulus of many cities that plays an important role in employment, income, protection of infrastructure, public services and sustainable urban development. Therefore, the purpose of this study is to develop a city branding model with the aim of sustainable development considering the variable of human resources. The research method in the present study is practical in terms of its nature and purpose, and descriptive and cross-sectional in terms type. The statistical population in this study in the stage of systematic review of the literature includes all the research available in domestic and foreign databases, and in the stage of Delphi panel section, it includes university professors and experts in the field of the research topic. The statistical population in the model test stage includes managers of all municipal departments and city council members in three cities: Amol, Babol, and Mahmudabad. The sampling strategy to determine the panel was informed by non-probability judgment and snowball sampling method, and in the model test stage, it was done through random cluster sampling method. The data collection tool is a questionnaire. In order to evaluate the validity of the questionnaire, content validity, factor analysis, convergent and discriminant validity were used. Cronbach's alpha value was more than 0.70. In order to develop the model, in the first step, the method of systematic review of the thematic research literature was used, after which the Delphi method was conducted. In the second step, the method of structural equation modeling was used to determine the appropriateness of the conceptual model. The findings showed that there were positive and significant relationships between the variables of the model and the claimed model had a good fit.

 During the last decade, many organizations have realized that they lack a performance evaluation system through which their priorities and goals can be communicated to employees and their improvement can be pursued. The purpose of this research is to identify the effective financial factors in the performance evaluation system of the social security organization with the textual content analysis approach, which is in the field of applied research.

 The statistical population of upstream documents and records and articles and theses related to this field, which consisted of 12 Persian articles and 13 Latin articles. The sampling method is snowball and the method of collecting information is library and the research method is textual content analysis. Most of the qualitative methodologists, instead of using the words validity and reliability, which are fundamentally rooted in the quantitative paradigm in terms of philosophical foundations, use the criterion of reliability or reliability to refer to the evaluation of the quality of qualitative results. In this research, the strategies of ensuring trustworthiness, acceptability, transferability, reliability and verifiability have been used.

 After coding, conceptualization and categorization, financial factors were finally identified. The results of the analysis of the textual content of the articles showed that the financial factors affecting the evaluation of the social security organization's performance are 68 criteria.

Originality / Value:  

Institutions and executive organizations with any mission, goal and vision are required to respond to customers, stakeholders and stakeholders. This cannot be achieved except by the complete and accurate implementation of tasks and activities in order to achieve the goals and development and excellence of the organization, therefore, reviewing the performance results is considered an important strategic process. The quality and effectiveness of management and performance is the determining and vital factor for the realization of organizational development plans. To evaluate the performance of organizations and determine the degree of success in achieving the set goals, there are several criteria and tools that are chosen according to the nature of the organizational system and its success. In this research, the financial factors that are effective in the performance evaluation system of the social security organization were identified in a completely practical way.

The present study was conducted with the aim of studying the relationship between job security and accountability and its role in reducing administrative corruption (case study: Sari Municipality). This research has been a correlational survey in terms of method and applied in terms of purpose. The statistical population is made up of all the official, contracted and contracted employees of Sari municipality, whose number was reported to be 928. Based on the standard sampling table of Krejci and Morgan, 269 people have been selected as a sample. In order to test the hypotheses of the research, Spearman's correlation coefficient test and Friedman's rank test were used. Finally, the results of the research showed that between the variables of focusing on the job, less movement in the job, choosing the right job, job satisfaction, economic satisfaction, emotionality of the work environment, feeling relaxed at work, dependence on the organization, defending the organization, with responsibility in reducing There is a significant relationship between administrative corruption in the municipality. Also, the results of Friedman's ranking test have shown that from the point of view of the current research, defending the organization ranks first with an average of 8.80, feeling relaxed at work ranks second with an average of 7.46, and job transfer ranks third with an average of 5.94. Job satisfaction ranked fourth with an average of 5.70, has the most impact on accountability in reducing administrative corruption in Sari Municipality.

The main purpose of this research was to identify the problems and inadequacies of the human resource planning system of the Social Security Organization; The current research is a mixed (quantitative and qualitative) research in terms of its practical purpose, and in terms of the method of data collection; Based on this, first the qualitative method of content analysis was used and then the Delphi technique was used in order to obtain the consensus of a group of experts. In this research, the participants were 24 people, consisting of managers of the social security organization specializing in human resources planning and university experts and experts in the field of human resources planning, who were selected using the purposeful snowball sampling method and sampling of desirable cases. In the qualitative part, the data collection tool was a semi-structured interview, and in the quantitative part, it was a questionnaire based on the qualitative part, which was implemented during two stages of a fuzzy Delphi survey. The research findings identified 15 items as the most important problems in the human resources planning system in the social security organization. Based on the level of importance and priority, the lack of a suitable model of human resources planning, the lack of supervision, control and feedback in human resources planning and the inefficiency of the evaluation and evaluation system of employees are considered to be the most important problems of the human resources planning system in the social security organization, which deserve more attention.

The present study aimed to investigate the causal relationships between the structural Components for the development of the Iranian higher education system with a future study approach. In terms of purpose, this research is an applicable one that was prepared with a mixed method with the exploratory design. In the qualitative part, the statistical population of the study consisted of experts of the futures study panel, and in the quantitative part, included faculty members and staff of Islamic Azad universities in Region 3 of the country, 20 people and 5878people, respectively. In the qualitative part of the purposive sampling method, 15 people and in the quantitative part with the combined cluster and stratified sampling method and based on the Cochran''s formula, 361 people were selected as the sample. A researcher-made questionnaire was adopted to collect data. The face and content validity of the instrument(0.881) as well as the combined reliability(0.932) and Cronbach''s alpha(0.922) coefficient were approved by experts. Exploratory and confirmatory factor analysis tests were used to analyze the data. The five sub-criteria of financial resources(0.825), futuristic organizational culture (0.810), information and communication technology(0.798), agile organizational structure (0.760), and university independence(0.756) were identified according to the results of structural criteria.

The purpose of this study was to provide a model for recruiting and retaining human resources of medical sciences universities in Mazandaran province under the conditions of the epidemic of the disease of covid-19.

The current research was a mixed type of research. The statistical population of the qualitative section included 25 human resources experts from Mazandaran University of Medical Sciences, who were selected by a purposeful random method using a snowball sampling method. The statistical community of the quantitative department included 600 senior expert managers in the field of human resources at Mazandaran University of Medical Sciences, 148 of whom were selected as the statistical sample of the quantitative department from a random sampling. To collect information, a semi-structured interview tool and a questionnaire obtained from the interview were used.

According to the research results, 2 general dimensions of attracting and maintaining human resources were identified. Also, 11 components were identified, out of a total of 62 identified indicators, 17 indicators were assigned to recruitment and 45 indicators were assigned to human resources maintenance, and the value of the GOF index equal to 0.669 was obtained, which is suitable.

In general, it can be stated that the senior management of medical sciences universities must pay attention to the categories that are effective in maintaining human resources so as not to face a shortage of human resources.

Context and In recent years, information technology has had a tremendous impact on all sectors of the tourism industry and has provided the basis for transformation, acceleration, and facilitation of affairs by creating an integrated platform. Therefore, the purpose of this study was to develop a model of the impact of mass media on the development of the tourism industry.Design/methodology/approach: This research is a kind of developmental, quantitative, and correlational study of structural equation modeling. The statistical population of the present study consisted of managers and senior tourism experts in Mazandaran. 210 samples were randomly selected from them. The correlation function with a path coefficient of 0.69, the continuity function with a path coefficient of 0.61, the entertainment function with a path coefficient of 0.59, and finally, the information function with a path coefficient of 0.56, respectively, have the greatest impact on industry development. Therefore, it can be said that the media can change the attitude of tourists towards the tourist destination, and positive or negative advertisements in the media can affect the number of incoming tourists in countries.Originality/value: The evidence and findings obtained from this research indicate that new horizons have been opened in relation to this topic, in such a way that it has helped to expand the boundaries of knowledge, solved existing problems, and will lay the groundwork for future researches.

The purpose of this research is to present a model for developing public relations performance in the Social Security Organization, with a strategic management approach using grounded theory based on Strauss and Corbin method. Specialists and experts of the Social Security Organization, as well as prominent university professors in this field, were selected as the statistical population, and the targeted interview with them continued until theoretical saturation was reached. The data were collected after the interview with the general guidance method in a structured way, and in order to obtain the credibility and validity of the data, two methods of review of the participants and review of non-participating experts were used in the research. The reliability of the model was obtained using Cohen's kappa coefficient 0.77 and it was placed at the level of valid agreement. Finally, the data was presented in the form of information after coding, model validation and processing. In this research, in the open coding section, the number of 104 open codes among 273 concepts; In the axial coding section, 104 primary codes were identified in the form of 33 categories. The Goodness of fit index, in the numerical quantitative part, is equal to 0.581, which is a strong index and shows the overall high quality of the model. The results showed that the intensity of the relationship between the variables was significant.