مرجان فیاضی

In the last decade, we have seen strong growth in published scholarly and practitioner-focused research on work–life balance initiatives which are implemented in organizations to assist employee to managing their work and non-work demands. This study aim is identifying the dimensions and components of sustainable work-life balance model in petroleum industry. For this purpose multi grounded theory has been used. For acheving this goal, we examine the theoretical background among 411 primary articles, and 54 articles have been selected for analysis. and at the same time by conducting interviews with the experts of the petroleum industry, codes and concepts have been extracted And finally, the codes, concepts and sub-categories are presented in the three main categories of social, economic and environmental sustainability of work-life balance.

Considering the importance of having a cheerful atmosphere and friendly interaction of senior managers with the employees and the preference of humorous leaders over serious leaders, this research aims to provide a humorous leadership model by studying thermal power generation industry, in a qualitative way according to the Grounded Theory method. The research is exploratory in nature and applied-developmental in terms of purpose. Based on the judgmental-targeted sampling method and with the aim of achieving theoretical saturation, a semi-structured interview was held with 21 CEOs of power plants, who were familiar with the concept of humor and its application. The reliability of the conducted interviews was confirmed by Cohen's kappa test and the agreement coefficient of 82% indicated a good agreement between the experts. Based on the analysis, 135 main concepts were extracted, and finally 9 main categories were identified. Then, the humorous leadership model was presented with the Charmaz approach was presented for the first time in Iran's production organizations, considering its characteristics and components. The results indicate that humorous leadership can help the country's thermal power generation industry in the competitive world to use this style for improving the work environment and gain a competitive advantage over competitors.

Considering the high rate of failure among startups and the atmosphere of the Iranian startup ecosystem, as well as the economic-political crisis in recent years, lots of entrepreneurs starting their business face failure or serious crisis. Thus, investigating the dimensions of entrepreneurs' resilience and its nature among Iranian entrepreneurs is vital. Hence, the objective of this research is to identify the dimensions of the personal resilience of startup founders.

This research has a descriptive-exploratory orientation, inductive approach, and phenomenological strategy. Conducting in-depth interviews with 13 Iranian startup founders and carrying out thematic analysis, five main themes, 16 subsidiary themes, and 454 codes were extracted.

Based on the achieved results, the formation of personal resilience among entrepreneurs consists of five main themes: (1) Entrepreneur's characteristics: including personal characteristics and psychological capabilities, values and beliefs, entrepreneurial motivation, and skills and readiness for facing business adversities, (2) External support: including psychologically empowering factors and providing needed facilities by different sources of support for instance from a spouse, family, friends, co-founders, employees, investors, mentors, therapist, customers, and society, (3) Characteristics of failure: including costs of failure and causes of failure, (4) The process of forming resilience: including initial actions for improving mood, initial reactions, mental approaches and actions, person-related proceedings and work-related proceedings, and (5) After-failure growth: including psychological growth, attitudinal growth, work-related behavioral growth, and non-work-related behavioral growth.

This study presented a model of resilience formation from failure to shaping resilience, to after-failure growth. This model clarifies the dimensions of entrepreneurs' personal resilience in more detail by putting dimensions in three relatively distinct time intervals. It also discussed several factors in entrepreneurs' personal resilience in more detail, adding to the existing literature. The dual role of self-confidence is notable in this regard. Self-confidence and efficacy can strengthen one's resilience; however, if not realistic, such self-confidence can amplify the negative consequences of failure, as entrepreneurs cannot act as expected by themselves in the face of adversity. Another dual factor in personal resiliency is the bond between an entrepreneur and a business, which is usually referred to as parental love. Although this passion and love for the business advance them to persist in the business, it may blind the entrepreneur's unbiased analysis of the problems and challenges both in the internal and external environment, which may lead them to more business crises. The current study also emphasizes the high similarity between entrepreneurs' characteristics that strengthen one's resiliency, and the reported growth as a result of resilient coping with failure, in different aspects such as psychological capabilities, values and beliefs, attitudes, and behavioral improvements. It suggests that facing adversity and showing resilience toward failure, is, by itself, an important source of even more resilience. Finally, based on the findings, applicable suggestions on increasing the personal resiliency of entrepreneurs are presented, including the development of psychological capabilities, skills, and work/family/friends network and their means; learning mental and behavioral approaches toward business failure such as acceptance, mourning over the loss of failure, and avoiding denial; cultural attempts toward a better atmosphere in Iranian startup ecosystem by investors and other players in Iran's startup ecosystem such as looking at using psychotherapy counseling as a personal development attempt; and supports and infrastructures needed to improve resilience.

The purpose of this study was to review and examine the literature– including the existing definitions, models, and frameworks – related to the organizational socialization arena in order to provide a comprehensive and systematic model. To this end, the study at hand was carried out using meta-synthesis method, and a mixture of qualitative and quantitative methods were used for data analysis. The information and data was collected through library research method based on the exploration of existing documents and evidences. The research population included all articles and theses published in relation to the research topic. After designing the questions, searching the databases, and running the CASP analysis, 107 research reports from among the articles published from 1976 to 2020 were allowed into the analysis phase. According to research results, the main concept forming the socializing capabilities of individuals was divided into fundamental and task-based capabilities. Moreover, the stages of organizational socialization were found to be preparing, welcoming, informing and familiarizing, guiding, and creating long-term relationships. The balance and relationship are the concepts that form the concept of socialization systems, and the organizational socialization results include primary and secondary outcomes. The attainment of a comprehensive model in the organizational socialization realm through meta-synthesis is among the innovations of this study.

Job flexibility is mentioned as one of the motivational and effective ways to do things quickly and cost-effectively for the employee and the organization. This issue has become more and more important among thinkers and senior government officials, especially in the context of the spread of coronary heart disease in Iran and the world. Increasing attention to the health of employees and the emphasis on family affairs and the need to employ capable employees in flexible jobs, has made telecommuting a necessity and inevitable. Therefore, the aim of this study was to provide a model of life-work integration with emphasis on flexible work of working mothers. A grounded theoretical qualitative approach was used to conduct the research. The study population consisted of all mothers working in the General Department of Labor Cooperation and Social Welfare of Tehran province who had the experience of doing flexible work during their service period. 32 of them were interviewed using snowball targeted sampling method. The research tool was a semi-structured interview. Open, axial and selective coding methods were used to analyze the qualitative findings. Participatory feedback method was used to validate the data. The results showed that "family cohesion" as a central category, "commitment to work and life, work-life balance, flexibility and work teams" as causal conditions, "family education, organizational structure, strengthening Succession, job and personality appropriateness and social capital as strategies, categories of "organizational budget, human resource development, family conditions and organizational culture" as context and "social constraints - legal shortcomings, barriers Environmental weakness, software structure weakness, and job stress have been cited as intervening conditions, and living-life integration with emphasis on flexible working mothers can have consequences for "strengthening the family foundation, reducing layoffs, and physical and mental health." Be.

Human resource management is always the main concern for organizations. Since the banking sector has a pivotal role in the economic development of countries, the better management of the workforce in this sector has attracted great attention for decades. The phenomenon of overqualification might stem from a mismatch between person and job and is a situation in which employees have qualifications beyond their job demands. Today, the existence of overqualified employees is a concern for managers and organizations. Perceived overqualification could directly or indirectly lead to various attitudinal and behavioral consequences and impact organizational performance. Despite huge empirical studies regarding overqualification, to the best of the researcher’s knowledge, any empirical study has been conducted in Iran’s academia. Hence, the present research can be regarded as the first empirical study in the country. The banking sector has always been appealing to job seekers for its fringe benefits. This study was to examine the effect of perceived overqualification on various job attitudes including job satisfaction, organizational commitment, and turnover intention.

 THEORETICAL FRAMEWORK:

One of the main concerns of HR managers is to employ people who have the required capabilities to perform their job successfully. Overqualification is defined as possessing qualifications beyond job demands. Perceived overqualification might influence employees’ attitudes such as job satisfaction, organizational commitment, and turnover intention. According to the literature on organizational behavior, job satisfaction is considered a multidimensional variable affected by a set of intrinsic and extrinsic factors. Job satisfaction can be seen as the quality of people’s feelings about their jobs. Organizational commitment implies a sense of obligation to stay in the organization. Based on the three-dimensional model proposed by Allen and Meyer (1990), affective, continuance, and normative commitment are three dimensions of this attitude. Turnover intention indicates employees’ tendency to quit the organization. In such a situation, people probably change their jobs or leave the organization. In other words, the turnover intention might pave the way for actual organization abandonment.

The present research is an applied study in terms of purpose, and in terms of data collection method, it is a cross-sectional study. The researchers used standard questionnaires to collect primary data. Structural equation modeling was used to test the research hypotheses.

Research results confirmed the significance of negative effects of perceived overqualification on job satisfaction and affective organizational commitment as well as the positive effect of perceived overqualification on turnover intention. Hence, overqualification might lead to negative job attitudes. In line with previous research (e.g., Wasserman et al., 2018; Alfes et al., 2016), the current study found that there is a negative association between overqualification and job satisfaction. In line with previous research (e.g., Loben et al. 2015), results indicated that people who perceive they are overqualified might lack a sense of belongingness and are less affectively attached to their organization. In line with studies of Erdogan and Bauer (2009) and Maynard and Parfyonova (2013), the poor level of job satisfaction and affective commitment in overqualified employees leads to more intention to quit the organization.

 CONCLUSIONS & SUGGESTIONS:

The current study was implemented with the aim of exploring the job attitudes in overqualified employees. To reach this goal, data were collected from ten private and public banks by distributing standard questionnaires. The results of structural equation modeling for data analysis showed that perceived overqualification might affect job attitudes including job satisfaction, organizational commitment, and turnover intention. With due attention to the negative job attitudes born out of perceived overqualification, managers and HR practitioners are highly recommended to make sure that job applicants are fitted with their jobs. Moreover, future studies are suggested to consider the role of moderators including organizational support.

The omnipresent objective of the present investigation was to examine the organizational behavior of those employees who possess qualifications beyond their job demands. More precisely, in the present research, the association between Perceived Overqualification (POQ) and Job Crafting was examined. In terms of research objective, it was applied and in terms of data collection, the study was descriptive (cross-sectional). The participants were randomly chosen from National Iranian Oil Company (NIOC). To measure POQ, Self-efficacy, and Job Crafting, inquirers used Maynard et al. (2006), Schwarzer and Jerusalem (1995), and Tims et al. (2012) respectively. In order to test the conceptual model, researchers used Structural Equation Modeling via SPSS and AMOS. According to AMOS output, path coefficient of -0.013 and t = -0.500 indicated that Perceived Overqualification was not directly related to job crafting, . However, the two constructs were indirectly and positively associated regarding the mediating role of Self-efficacy.

Organizations consider the participation of their stakeholder as a way to strengthen the resilience of their institutions. Financial institutions and banks are also paying attention to these strategies in today's turbulent world. But there is still no consensus on the structures and processes on which it created such a climate. This research provides a model for the implementation of the think tank as one of the important types of these structures and processes in the banking industry.

The study is descriptive-exploratory in terms of methods and fundamental in terms of purpose. The research approach is qualitative and used interviews to collect data. The study participants were managers and experts in the banking industry who were selected by purposive sampling. The interviews were continued until the analysis of the interviews and the model reached the theoretical saturation. Saturation was created after 12 interviews. Data analysis was performed using the Glaser grounded theory in three stages of open, axial and selective coding.

A total of 169 signs of open source interviews were categorized into 20 main concepts that, considering the 6C framework in 6 main categories including organizational capacities , idea flow, organizational barriers actions, structure and development.

The successful formation and establishment of think tanks using the proposed model can help financial institutions and banks to repair their decision-making system, which in the current situation has caused a lot of damage due to dependence on organizational bureaucracy.

The purpose of this study was to identify the effect of Perceived Over qualification (POQ) on Organizational Citizenship Behaviors (OCB). In this regard, the role of Self-efficacy was also considered. In terms of research objective, it was applied and in terms of data collection, the study was cross-sectional. The participants were chosen from National Iranian Oil Company (NIOC). Based on simple random sampling, data were collected from 331 employees. To measure POQ, OCB and Self-efficacy, we used standard questionnaires from Maynard et al. (2006), Padsakoff et al. (1990), Schwarzer and Jerusalem (1995) respectively. In order to test the conceptual model, Structural Equation Modeling via SPSS and AMOS has been used. Results showed that Perceived Over qualification was negatively and indirectly associated with Organizational Citizenship Behaviors. Likewise, the mediating role of self-efficacy has been confirmed.

The purpose of this study was to design a model of competency of schools managers for use in the assessment center. In this cross-sectional study, the qualitative components of the exploratory study were tested using structural equations. The research community in Delphi, all the experts, professors and senior managers of human resources in education, was interviewed using a targeted snowball sampling with 25 experts. The statistical population was in the quantitative phase of all educational managers of Tehran city. 462 people were selected as sample using cluster sampling. The research tool was a researcher-made questionnaire. To analyze the findings of the Delphi method, a second order confirmatory factor analysis method was used. The results showed that the dimensions and components of the model of competency of the education managers for use in the assessment center are: knowledge competence (general knowledge of management, incident knowledge in the field of educational management, knowledge in the field of education and teaching, environmental knowledge, knowledge of related laws and Knowledge of information technology), professionalism (good ethics, commitment to values, honesty and truthfulness, flexibility, chastity and kindness, customer orientation and conflict management), personality traits (pattern, accountability, commitment, participatory, learning, Perfectionism, self-improvement, self-management and self-confidence (executive) (information management, risk-taking Resource management, timely feedback, operational planning and decision-making skills (leadership) (motivation, empowerment and empowerment, teamwork and team building, penetration and impact, talent management, success and inspiration) communication (skills) Hearing, ethics and good behavior, ability to communicate with employees, understanding and understanding of others 'perspectives, ability to communicate clearly and clearly, ability to communicate with school principals and ability to interact with students' parents (cognitive) (creativity, innovation, rational thinking and insight).

 Identifying and evaluating human resources risks under a holistic model with respect to time components and identifying the best decisions for financial organizations and credit institutions to reduce risk is the main objective of this study.

 This research is a qualitative research method. In this research ،, grounded theory is used as a rigorous and systematic method to study complex multidimensional problems. The Participants of the study was considered HR experts of the banking industry who had full knowledge of HR and banking performance in the financial market.

 According to the research method,the coding and classification process was performed based on three stages of open coding, axial coding and selective coding. The outputs of these three stages were presented in the form of key points,codesconcepts and categories. Data was analyzed several times during and after the collection and by identifying the key points the relevant codes were extracted. A total of 301 codes (labels) were obtained from the collected data and converted to 107 concepts through coding logic. Finally, 22 categories were related to the main research topic.

 According to the research model, HRM model is not only about reducing risks such as staff displacement or poor performance, but also about balancing risk and discussing when to take risks and when not to take a risk. Therefore, examining all aspects of HR risk in the model can increase the synergy of the model components.

Education is a very complex and sensitive issue, and the sustainability of a society depends largely on the efficiency and effectiveness of the education system. If the education system can properly fulfill its mission of individual and social development, it will also provide a favorable environment for cultural, economic, political and social development in society. It goes without saying that a great deal of the complexity and sensitivity of the education system goes back to the competencies of senior education managers. One of the challenges of HRM in organizations, especially in education, is how to select and promote managers. In this regard, the evaluation process process is used as a guideline for evaluating and effectively developing competencies in workplace-like conditions. Therefore, the present study was designed to identify the competencies of higher education managers and to present managers' competency models for use in evaluation centers. Mixed research approach was used to conduct the study. The research population in the qualitative section was all experts, professors and senior managers in the field of education, who were interviewed with 17 experts using snowball based sampling and the statistical population was all of the education managers in Tehran. 462 individuals were selected using cluster sampling method. The research instrument was a researcher-made questionnaire in the quantitative phase. Its validity was confirmed by experts and its reliability was confirmed by Cronbach's alpha test. Semi-structured interviews were used in the qualitative part. In the second step, quantitative method was used in descriptive-analytical method. Based on this, competencies of education managers for use in evaluation center were identified and then the model of competency of higher education managers for use in evaluation center was presented. To estimate the validity of the proposed model, second-order confirmatory factor analysis and structural equation modeling with partial least squares method were used. The results showed that the components of the model of education managers competency for use in the evaluation center are: knowledge competence, professional competence, personality competence, executive performance competence, leadership and guidance competence, communication competence and perceptual competence.

Leading complex social constructs and binding to socio-economical goals are two major imperatives in social science research and practice. Even though complexity leadership and social enterprise are perceived innovative approaches to address these environmental requisites, shortcomings of either construct inhibited meeting the intended objectives. Shared theoretical grounds and unique characteristics of either construct however, allows combination of elements and generation of further innovation and complexity to address some limitations of each construct. This research investigates the complexity leadership phenomena in the context of educational social enterprises deficient of sufficient financial resources, from interpretive phenomenology standpoint. Findings underline the prominence of practical reasoning and normative morality in enabling complexity leadership and development of environmentally stable states in the relevant social enterprises.

Seeking fitness in highly connected and complex context of the "Knowledge Era" demands elevated complexity of social constructs to the level of the environment. So, the same as complexity has come to be an "overarching theoretical paradigm in the natural sciences", it is paving the way for a "paradigm shift in the social sciences, particularly in leadership and organizational studies" (Hazy and Uhl-Bien,2013). Complexity leadership and social enterprise are considered complex social phenomena, built on the basic complexity assumptions. Complexity leadership enables "both organizational change and organizational stability" to "absorb perturbations, thus fostering a state of changing network stability" (Marion et al., 2016). Likewise, a more complex conceptualization of the social entrepreneurship processes, builds on the circular change-stability causality (Schwandt et al., 2009). Even though social enterprise and complexity leadership are perceived novel approaches to tackle some complexities in organizational studies and leadership domains, each construct poses limitations. In one way, bringing social and economic essentials to a common space, namely in social enterprises, requires managing internal tensions between different organizational forms and external tension with broader compartmentalized institutional logics (Battilana and Lee, 2014). This implies that the leadership of social enterprises "poses a particularly complex leadership challenge" (Battilana and Lee, 2014). In the other way, the recent economic crisis well exhibited the requisite of infusing "humanitarian and social principles into modern capitalism", giving raise to reclamation of social enterprises (Battilana et al., 2012). Since survival and success of social enterprises, like all complex social evolutions, requires leadership (Battilana et al., 2012), complexity leadership can best serve the needs of the social enterprise. Alternatively, as a complex response to tackle some of the "many challenges that face the world in the coming decades" (Hazy and Uhl-Bien, 2013), social enterprise is gaining momentum (Battilana and Lee, 2014). Hence, common theoretical grounds besides unique qualities of each construct facilitate generation of further social innovation (Mulgan, 2006), using recombinatory operations (Goldstein et al., 2010).

Undertaking qualitative research in the field of network studies advances understanding of the content of network relationships (Jack, 2010). Interpretive phenomenological analysis (Smith, 1996) proves appropriate if capturing the essence of a complex phenomena (Creswell, 2009), namely investigating complexity leadership phenomenon (Johnson, 2015) is intended. In line with Mulgan's (2006) recommendation for "drawing on experiences from organizations like the School" for developing leaders and leadership, we chose educational social enterprises as the context of the study. Three educational social enterprises categorized as non-governmental schools in Iran's capital, comprise the settings wherein the phenomenon under investigation is taking place. Besides the complexity of educational environment (Marion et al., 2016) and social enterprise (Battilana et al., 2012), non-governmental schools under study are particularly deficient of financial resources that are core to their functioning (Battilana and Lee, 2014). Despite diverse internal and external tensions experienced, these schools have developed environmentally stable states (Marion et al., 2016) and are perceived as reputable organizations. Given the prominent influence of individual agents, "particularly those in positions of authority", on complex adaptive systems' dynamics and functions (Uhl-Bien et al., 2007) and their capacity to enable interaction in their “aggregates, meta-aggregates, and meta-meta-aggregates” (Marion and Uhl-Bien, 2001), this study primarily focuses on interaction of micro and meso levels of social system, as the exchange of information and influence between formal leaders and their collectives, within the confines of the social enterprise. Selection of the participants is based on purposive sampling methods, to provide information-rich samples from limited participants (Patton, 2002).

Even though number of scholars underlined the fundamental reciprocity between complexity and social entrepreneurship constructs to "further the development of a more insightful robust theory of social dynamics" (Goldstein et al., 2011), influence of social entrepreneurship on complexity construct is rather understudied. This research aims to investigate the reciprocity between the two domains. Research findings reveal that practical reasoning and normative morality (Stanford encyclopedia of philosophy, Retrived on June 2020) serve as dynamic rules enabling the swirl of change-stability causality (Hazy and Uhl-Bien, 2015) across individual and collective levels of the social entrepreneurship system and major drivers of complexity leadership in social enterprise. Findings further suggest that complexity leadership driven by practical reasoning and normative morality nurtures psychological safety, enables affective trust and social networks (Blackwell, 2014), fosters learning in individual and collective levels, and allows processing numerous organizational and environmental perturbations, thus fostering development of environmentally stable states.

University libraries play a decisive role in the quality of education and research in the country and job satisfaction, commitment and motivation of librarians of these libraries is very important in the optimal efficiency of their services. Commitment and mediating role of inner motivation of university library librarians are discussed.

The method of this research is descriptive (non-experimental) and the correlational research design is path analysis. The statistical population of this study is all librarians of Iranian university libraries. From this number, according to the number of librarians in each university, based on the formula for determining the sample size and random stratified method, 537 people have been selected as the sample. The Millman (1992) questionnaires were also used to measure the job plateau in this study.

The results showed that among the research variables, job satisfaction (-0.28), organizational commitment (-0.25) and intrinsic motivation (-0.15), respectively, had the highest negative correlation coefficient with the Career plateau. Also, the effect of Career plateau on organizational commitment, job satisfaction and internal motivation is negative and significant.

Originality: 

This is one of the few studies that has studied the effects of the Occupational Career plateau phenomenon on academic librarians. The results of this study can be used to improve the situation of plateau employees.

The fundamental condition of any construct architecture is attention to its cornerstone. Because not paying attention to cornerstone causes a faulty structure. In coaching process, antecedents can be regarded as cornerstone, influential factors that must be taken into consideration before doing coaching action. The purpose of this study has been identification of antecedents in coaching process. Research orientation was descriptive-exploratory and its approach is inductive. ethnography research strategy for collecting data and thematic analysis and MAXQDA software and for data analysis were applied. Study population was knowledge-based firms and the field of study for the implementation of ethnography strategy was Asan Pardakht company, as a leading company in payment industry. After data analysis, 198 codes, 12 sub-themes and 3 main themes (Problem finding and context preparing, Planning and Provisioning, informing and empowering) were identified as antecedents of coaching process. Finally, according to the results, some researches with different topics were proposed for future studies.

Organizations slowly from Small environment Social and economic activities of small medium enterprises to gradually soon, to become places of spiritual development. The purpose of this paper is the survey of impact of spirituality as a component of moral values on burnout and turnover intentions of employees in religious organizations based mediation role of job satisfaction. This paper in terms of goal is functional and in terms of data collection is descriptive survey. Statistical society is a religious organization with more than 700 employees. Using the sampling, 210 samples were selected. Cochran formula was used to determine the sample size. Data was collected using spirituality, job satisfaction, turnover and burnout questionnaires. Pearson correlation techniques and structural equation modeling to analyze the data using software SPSS, LISREl 8.85, is used. The results indicate a negative relationship between spirituality and turnover and burnout. Also in this study, job satisfaction as a mediator between the spirituality and the turnover intentions and burnout was approved. With growth of moral values in organizations, employees ‘spirituality increased, feel more satisfaction and burnout will be less

identify the competency of school managers for use in the assessment center Abstract For preparing the present generation for the future, education must (by knowing the spirit of the present and the needs arising from it) respond to demands based on new conditions and adapt to it. So, it is imperative to undertake the fundamental transformations in education as a foundation for development and based on today's needs and global experiences. This requires competent managers with the necessary competencies. In order to designate appropriate individuals for managerial and expert tasks, several methods have been designed and to adapted the characteristics and competencies of the employees with the occupations. By doing adaptive study between the important organizations in the world, the most important of these approaches, which are used by all of the organizations is the center of assessment and development. Thus, the aim of this study was to identify the competency of school managers for use in the assessment center. In this mixed research by using the obtained data from the exploratory information, the competency components were identified and evaluated through descriptive-survey research. The research Populationin the qualitative section were included all experts, professors and senior managers of human resources sphere in the Educational system of Iran. A total of 12 experts were selected through Targeted snowball sampling method. The statistical population in the quantitative stage were all of the school managers that 250 Of them were selected as sample by cluster sampling method. Qualitative data were gathered through unstructured interview and tool to collect quantitative data was research designed questionnaire. We used of inductive content analysis method based on an Open and axial coding for analyzing The data from the qualitative interview. For analysis of quantitative data were used of exploratory factorial analysis and one-sample t-test. attention to that the quantitative data and quantitative data were used in this study, it can be claimed that the Triangulation method was used to validate the data. In addition, the participant feedback method was used in the qualitative section. In the quantitative part, formal validity was used to assess the validity of the questionnaire, which had a proper validity. Then, the Cronbach's alpha coefficient was used to measure the reliability of the questionnaire, which was 87%, which is an acceptable coefficient for reliability. In order to analyze the findings from qualitative interviews, an open source coding inductive content analysis method was used. For analysis of quantitative data, exploratory factor analysis and one sample t-test were used. The results of the study showed that the required competencies of school managers for using in the assessment center Were: knowledge and awareness (specialist, experience, up-to-date knowledge, knowledge of information technology, awareness of executive laws, environmental knowledge and Identification of important documents), intelligence and talent (logical intelligence, interpersonal intelligence, cultural intelligence, emotional intelligence, creativity, leadership ability, Managerial ability, decision-making power), moral and ethical issues (good ethics, commitment to community values, charity, kindness, responsibility), and personality characteristics (adornment, flexibility, commitment, discipline, criticism and Partnership, physical and mental health). the education manegers by useing the competencies of the assessment center: knowledge and awareness (specialist, experience, up-to-date knowledge, knowledge of information technology, awareness of executive laws, environmental knowledge and identification of important documents), intelligence and talent (logical intelligence, interpersonal intelligence, cultural intelligence, emotional intelligence, creativity, leadership ability, Managerial ability, decision-making power), moral and ethical issues (good ethics, commitment to community values, charity, kindness, responsibility), and personality characteristics (adornment, flexibility, commitment, discipline, criticism and Partnership, physical and mental health) were selected, promoted or appointed, and have sufficient knowledge and skills, and they will be aware of all the necessary and effective factors in creating an appropriate educational environment with their subordinates, by raising the staff morale and motivating them to work and work in They will be able to realize the goals of the organization with less resources and better quality and increase the istructional productivity. Therefore, we conclude that the presence of assessment centers in the education organization, which selects, selects, promotes and improves the principals' merits of managers, is one of the requirements of the educational system of the country. Management, change and modification in educational systems should be made according to the changes, and this change is based on the assessment center that helps the education system to meet the needs of society. The competency competencies gained in this research can be as the criterion and indicator of the evaluation of managers in the center of evaluation along with other competencies; and justifies and educates the organization's management towards the center of evaluation and application of the benefits of the evaluation center as the basis for the successor and appointment of future managers in instruction and education. - Assessing student needs and planning the correct approach to meet those needs are key competencies for education managers. They provide oversight for the analyses, development and delivery of educational programs. Managers also integrate information technology into learning programs to enhance the student learning experience. They need strong project management skills to keep programs and projects on track. Educational managers also need vision and strategic planning skills to keep material fresh, innovative and in tune with current skill and knowledge demands of hiring industries. In addition, education managers should be competent in financial and budget management. - Education managers must have leadership abilities to guide, influence, motivate and develop team members. Communication and listening skills are also vital to provide clear instructions to students, parents, corporate partners and other stakeholders. You will need the ability to juggle multiple priorities and responsibilities, which takes organizational and time management skills. When issues flare up, managers must have strong analytical and problem solving skills to address them. - The minimum education requirements for education managers include a bachelor’s degree and teaching certificate. Some employers require a master’s or doctorate degree for management positions. Studies in education, curriculum development, instructional design and business administration all provide a solid background for a career as an educational manager.Show moreShow less. - Competency-based management in recent decades has become the focus of organizations' ability to attract, maintain, grow and upgrade their resources. Competency-based approaches are one of the important tools for strengthening and improving managerial processes. Keywords: Human Resources, Competency, Competency of Managers, Evaluation Center.

The purpose of this paper is to localise cloud based e-HRM adoption model in knowledge base SMEs by using the Technology, Organization and Environment (TOE) framework. While many studies have predominantly looked at cloud computing adoption determinants in general, few is known about specific cloud services such as cloud base e-HRM, which is the main subject of this paper. This study was conducted as a mix method research. In the qualitative part, based on the TOE framework, a semistructured interview conducted between 3 domain experts, the technology, organization, environment domains. In the interviews the questions were whether the determinants is valid in developing countries business ecosystem or not? The interviews continued until heoretical saturation. Then based on the finding of the interview, a questionnaire designed and final users of cloud base e-HRM answered it. There were 168 valid questionaires which used to examine the fitness of model. The findings indicate that factors such as relative advantage, uncertainty, complexity, compatibility in technology domian, physical location, competitive pressure, industry, market, supplier computing support in environment domain and top management support, organizational readiness, prior technology experience in organization domain were the TOE factors found to be significant in cloud based e-HRM adoption model. The findings of this study have important implications to the research community, which managers and information and communication technologies (ICT) providers, to have a better road map and strategies for adopting cloud computing.

This study is applied and descriptive and correlational data collection method and is based on structural equation modeling. rate of return of 83%, 314 questionnaires were distributed among bank Maskan staff Tehran Province, were collected. Then the data using software and AMOS22 SPSS16 were analyzed. The results showed that ethical climate have a positive impact on job satisfaction and turnover Brtmayl has an opposite effect. On the other hand, had no significant effect on job burnout of ethical climate. The results showed that the effect on job satisfaction and burnout inversely related to increasing job satisfaction, job burnout are to be reduced. The effect on job burnout and turnover intentions is confirmed.

The aim of present paper is to study the impact of organizational health on organizational citizenship behavior (OCB) through job burnout and organizational commitment. Research population consists of all white-collar full-time forces in Qom Province Telecommunication Company. A questionnaire is used to gather data. To study the reliability of questions, Cronbach’s alpha ratio was computed which 0.79 for all items. Due to utilization of a standard questionnaire, its validity was confirmed. Simple random sampling method as well as Kokaran formulation was used and rate of return was 171 (74%). Collected data was analyzed by structural equation modeling (SEM) in SPSS 16 and AMOS 20 software packages. Path Analyses indicated that organizational health has a reverse and direct significant relationship with job burnout and organizational commitment. Job burnout has a reverse significant impact on OCB while the impact by organizational commitment on OCB is direct and significant.

Ethical and behavioral code is a set of professional values or disciplinary guidelines in organizations. The purpose of the present research is to develop ethical and behavioral code for the Ghasem Iran company’s salesforce. This research is an applied reseah in terms of results and descriptive in terms of purpose. To achieve the end, 23 interviews were conducted among the Ghasem Iran company’s experts and professionals of distribution Industry. The interviews have been analyzed using content analysis and based on the analysis, ethical and behavioral code were identified. The results indicated that in terms of verbal issues, verbal politeness and openness; in terms of behavior, honesty and integrity, regular visit to the customer, customer recognition and familiarity with the products of competitors; and finally interms of dress, appearanceare are considered very important for the Ghasem Iran company’s salesforce.

The purpose of this study is to recognize the dimensions affecting the management development in SAPCO. This study is an applied research, and was carried out through a survey. The data used in this survey is a combination of qualitative and quantitative data gathered from the managers and the top-level supervisors in this company. Qualitative analysis was performed using content analysis and for quantitative analysis t-test was used. Sample group at the first stage (qualitative phase) consisted of 10 managers at supervisor level in SAPCO (saturation level) and at the second stage (qualitative phase) consisted of 53 participants who were asked to fill out a questionnaire. The results indicated that training, performance appraisal, succession planning, top manager’s support, and strategic orientation is recognized as the effective factors on the management development.

The aim of this study was to evaluate the effects of work - family conflict on some job attitudes, including Psychological Well-being and emotional exhaustion among working mothers in tehran university. and the role of mediating variables such as perceived organizational support and intrinsic motivation is also considered. Statistical population of the study consisted of working mothers that employed in Tehran University administrative division. Sampling method of the present study is Stratified sampling at first and then random Sampling was used by researchers. Accordingly, 182 of them were selected to answer the questionnaires. multiple regression and structural equation modeling and SPSS and LISEREL software was used to investigate the effect of work - family conflict on employee's emotional exhaustion and psychological well-being by moderating role of perceived organizational support and intrinsic motivation. The results show that negative and positive relationship among work - family conflict and psychological well-being and emotional exhaustion.

The aim of this study was to investigate the effect of burnout, job satisfaction and intention to leave the service of the citizen's behavior and provide effective strategies for mediation commitment of organizational citizenship behavior. The population of the research staff of Qom Department of Telecom is using random sampling, sample size of 171 is selected. To collect the study data, a questionnaire was used. To check the reliability of the questionnaire, the questions Cronbach's Alpha was calculated for all the above questions is 7/0. Feel free to leave a significant impact on organizational commitment and a negative, significant and direct effect of organizational commitment on organizational citizenship behavior was confirmed. Job satisfaction and burnout indirectly through the indirect effect of organizational commitment on organizational citizenship behavior in the meantime, the indirect effect of burnout on organizational citizenship behavior is reversed. Also, feel free to leave on organizational citizenship behavior has no effect. The relationship between job satisfaction and organizational commitment can burnout and organizational citizenship behavior is the role of mediator.