مسعود حقیقی

This research was conducted with the aim of providing a green human resource management model with a green organizational citizenship behavior approach in Shiraz Municipality. The research method is mixed (combined) and in terms of practical purpose, the nature of the data is qualitative-quantitative and collection of library-field information. The method used is the qualitative part of content analysis and interview data collection tool. The statistical population of the qualitative part is the number of 20 university experts, specialists and human resource managers of Shiraz municipality, using non-probability snowball sampling, 12 people were selected as the sample size until saturation was reached. Data analysis was also done using coding. The quantitative approach is descriptive-survey and is cross-sectional in terms of time. The statistical population of this department is the experts and employees of Shiraz municipality, including (official, contract and corporate forces) in the number of 7030 people, who were selected as the sample size by using multi-stage cluster probability sampling and using Cochran's formula. The tool for collecting information in the quantitative section is a researcher-made questionnaire. The validity of the questionnaire was also confirmed using the opinions of experts and professors of human resource management. The reliability of the questionnaire was also estimated to be 0.958 using Cronbach's alpha. In the quantitative part, in order to analyze the data, descriptive statistics and its indices, as well as inferential statistics and structural equation method, including confirmatory factor analysis, have been used to test the fit of the model. SPSS and smart-pls software have been used in this research. The results of this research showed that green human resources management includes measures and aspects of green recruitment and selection, green training and development, green supports and incentives, and green human resources performance planning and evaluation.

The aim of the current research is to identify and evaluate the components of human resource competence in the era of digital transformation. According to its purpose, the research method is applicable-developmental; and mixed (qualitative-quantitative) and exploratory in terms of implementation. The statistical population in the qualitative section includes 20 experts and specialists who are knowledgeable about the research topic and specialists in Iran Mobile Communications Company (Part I) selected by purposeful sampling; and in the quantitative part it includes 2112 personnel of Iran Mobile Communications Company (Part I) in Tehran, 325 people were selected as a sample through Cochran's formula. Data collection was done in the qualitative part by using semi-structured interviews; and in the quantitative part by a researcher-made questionnaire. Analysis of the data in the qualitative part was done by means of Delphi coding, and in the quantitative part, SPSS and PLS software were used. The results in the qualitative section showed that the competence of digital managers includes 7 components of individual factors, organizational factors, culture of change, digital attitude, communication factors, leadership and management, and technical and specialized factors. The results in the quantitative section showed that there is a significant correlation between all components. Also, the culture and change management component was given first priority among the components. The results also showed that the research model has the required validity.

Throughout history determining the successor has always been one of the human concerns in individual and organizational life. This process is very important today as a valuable mechanism in the promotion and development of organizations. Therefore, in military organizations, according to the conditions and needs, there are far more capable and competent commanders and managers. So; to respond to this need it is important to design and explain the model of fostering successors and realize it based on the rich concepts of human capital, talent and competencies. Therefore, the aim of the current research is to provide a model of training successors based on competence in a military organization. The research method is descriptive-survey with a qualitative approach. Also, in collecting data and information from library studies, a survey of academic and organizational experts was used, which Cronbach's alpha value is % 87. have been In addition the statistical population consists of 20 university professors and organizational managers in the field of human capital, who were randomly selected. The results of this research, which were extracted by analyzing descriptive and inferential statistics with the help of SPSS23 software, show that in the five-dimensional succession model, organization preparation development and action, effective evaluation merit search for jobs, talent search and fourteen components have an effect.

Cultivating successors as a valuable mechanism in the promotion and development of organizations is of great importance, therefore, in military organizations, the need for far more capable and competent commanders and managers will be evident in the coming years, and for an appropriate response to This need requires the design and explanation of the successor training model and its realization based on the rich concepts of human capital, talent acquisition and competencies. The purpose of this research is to provide a model of training successors based on competence in a military organization, which was carried out with a descriptive-survey method and with a qualitative approach.

In order to collect data and information from library studies, surveys from academic and organizational experts. In the field of human capital, each dimension and component of the model was used in three stages. Then, after distributing and collecting the questionnaire, its reliability rate is equal to 87. have been. Also, the statistical population consisted of 35 professors, commanders and managers of the military organization, and 20 of them were purposefully selected.

The results of this research indicate that each of the dimensions, both directly and indirectly, have an effect on succession based on competence, respectively, equal to these values: organization preparation 0.76, evaluation of the department's effectiveness 0.212, development and 0.19 action, -0.18 job merit search and -0.18 talent search.

This research was conducted with the aim of investigating the design of the human resource empowerment model with a digital approach in the organization of the medical system.

It is an applied research and part of mixed methods, which uses qualitative and quantitative methods. In the qualitative research method, thematic analysis method is used. The statistical community of this department includes top managers of the medical system who had more than two years of management experience in the medical system organization and the professors of the university, whose education was a specialized doctorate in management and had the scientific rank of assistant professor, formed a sufficient number of 20 people. After collecting the data, the data was coded in thematic analysis method, and the obtained indicators and components were used to design a quantitative questionnaire based on the 5-option Likert scale, and descriptive survey method was used in the quantitative method. Finally, the final model was presented using structural equations. In the qualitative part, face and content validity was examined, and the reliability of the qualitative part was examined using the Kappa coefficient index. In the quantitative part, the validity and reliability of the questionnaire was checked with Cronbach's alpha coefficient, CVR and CVI, and then, for statistical analysis, the Kolmogorov-Smirnov test was used to check and test the measurement model, diagnostic reliability, convergent validity and divergent validity.

The results of the research showed that the factors affecting the empowerment of human resources with a digital approach in the organization of the medical system include: strategic planning, development of organizational communication, development of cultural and social factors, training and empowerment of human resources with a digital approach, development of management factors, development of individual characteristics, development of financial and economic resources, development of organizational factors and identification of the challenges of advancing the empowerment of human resources in the medical system.

Finally, the obtained results indicate that in order to develop and empower human resources with a digital approach, the challenges ahead must be identified and resolved.

Succession planning is considered as a strategic pillar in learning and transferringorganizational experiences as well as empowering human resources to meet thefuture needs of the organization in key jobs. The purpose of this study is to identifythe conceptual model of factors affecting the effective implementation of thesuccession management system in Mobile Communication Company ofIran(MCCI). The research method is applied in terms of purpose and is descriptive-exploratory in terms of method and nature. The statistical population of the studyincluded all employees (experts and above) of MCCI who were selected as asample by stratified sampling method using Cochran's formula and participated in the research. Data collection tool was a questionnaire and exploratory factor analysis (SPSS software) and confirmatory factor analysis (PLS software) were used to analyze the data. Based on the research findings, 45 indicators in the form of three categories of structural factors (27 indicators), behavioral factors (13 indicators) and underlying factors (5 indicators) were identified as effective factors on the effective implementation of succession management system in the study population. The results of confirmatory factor analysis showed the confirmation of the factor structure model of the research including structural factors with a bcoefficient of 0.627, behavioral factors with a coefficient of 0.319 and contextual factors with a coefficient of 0.137.The obtained framework can be used as a strategic tool in strategic human resource management in order to effectively establish a succession system in Iran Mobile Communications Company.

This study was conducted to design a performance evaluation model for high school principals of Tehran using fuzzy logic.

In this applied research, the mixed approach method with two statistical populations has been executed. In the qualitative section, 20 experts, and in the quantitative section, for the purpose of selecting districts and schools in the city of Tehran, 5 districts (2, 3, 4, 3, 6 and 12) were selected. The statistical population is consisted of 150 individuals from the Tehran Ministry of Education and school principals, teachers and parent associations of the districts, estimated from the entire population census. The data collection tools in the qualitative part were semi-structured interviews for determining the components and indicators using Pseudo fuzzy and quasi TOPSIS-fuzzy methods. In the quantitative part, the mentioned components and indicators were utilized to design a questionnaire. With the implementation of Multi Source Feedback and Performance Significance Analysis, the performance of principals was assessed.

Exploited from books, 97 indicators in the form of 5 main components were identified and with the approval of experts, 26 final indicators were confirmed. Next, the weights of the indicators were determined using Best-Worst Method, DEMATEL and Network Analysis Process. For establishing the questionnaire, content and structure validation was used. The content validation was confirmed by the experts and for assessing structure validation, two convergent and divergent validity criteria were created, leading to a variance mean of 0.980, representing high convergence of the structure.

The qualitative results indicate that the components of personality traits and communication skills had the most weight. The quantitative results show that the main indicator of personality traits and communication skills has the highest rank and priorities among the five indicators, while the decision-making skills indicator has achieved the lowest weight and priority.

This research was conducted with the aim of qualitatively identifying the dimensions, components and indicators of green human resources management with the approach of green organizational citizenship behavior in Shiraz Municipality. The research method has been conducted in a qualitative way using the grounded theory method. In order to collect data, by using library studies, research literature was collected, and then, using semi-structured interviews, experts' opinions were received. The statistical population includes 20 experts and university professors, specialists and human resource managers of Shiraz municipality, who were selected by snowball sampling until reaching theoretical saturation. The data analysis method was developed using open, axial and selective coding. The findings of this research include 63 indicators, 16 components and 6 dimensions in the field of green human resource management with the approach of green organizational citizenship behavior. The results of this research showed that the most important dimensions of green human resources management include green recruitment and selection, green training and development, green supports and incentives, and green human resources performance planning and evaluation. Also, this research showed that green organizational citizenship behavior can be presented in two parts, organization-oriented and individual-oriented.

This research was conducted with the aim of evaluating and analyzing the factors affecting talent management in the National Petrochemical Industries Company, using structural equations. This research is of mixed exploratory type and part of descriptive-survey researches. Researcher with quantitative and effective approach to management and research of institutions, researches, current and future, as well as with purposeful sampling and snowball method, field and purposeful interviews with 18 university professors and petrochemical industry specialists, has collected information. Then; using the 3-step Delphi technique and descriptive statistics indicators; Dimensions, components and final indicators (58 indicators, 15 components and 5 dimensions) were extracted.Then, the researcher has analyzed quantitative data using structural equations and tested the indicators, components and dimensions affecting the talent management system in the National Petrochemical Company. The statistical population of the research includes the employees of the National Petrochemical Industries Company, consisting of 368 people, based on the Cochran sample size calculation formula, 188  people were selected as a random-stratified sample. In this research; in order to determine the reliability of the test, Cronbach's alpha and Bisection method were used, and confirmatory factor analysis was used to check the construct validity.The findings show that there is no significant difference between the current and desired talent management situation in the National Iranian Petrochemical Industry Company in all dimensions.

Strategic human resource planning is a process to establish human resource goals and develop human resource strategies to achieve goals and policies through mobilization, development and maintenance of human resources and includes internal and external influencing factors.                                                        

In this regard, the present study was conducted with the aim of designing and developing a strategic human resource planning model in the Export Development Bank of Iran using multi-fuzzy multi-criteria decision making method.  

The method was applied in terms of purpose and was of heuristic and mixed approach including SWOT matrix and multi-fuzzy multi-criteria decision making methods. The statistical population of this study was 1620 managers and experts who were selected as a sample size using the stratified method with proportional division and Cochran's formula. Two researcher-made questionnaires with validity and reliability higher than 0.7 based on a 5-point Likert scale were used to collect data. Data analysis in the inferential section was used to determine the final weight of indicators and strategies by Soara method and to prioritize strategies by fuzzy Cooper method.          

The analysis of the findings indicates that the strategic human resource planning model suitable for the bank includes three main processes: 1- Determining strategies 2- Implementing strategies and 3- Evaluating and feedbacking strategies. Other findings also showed that among the 19 strategies identified, the strategy of the need to re-engineer the processes of recruitment and supply of human resources in proportion to future needs with a final value of 0.0662 is a priority among other strategies and change the current passive position to strategy. Offensive is necessary as a strategic action.                                                                                      

The results showed that the strategy of the need to re-engineer the processes of recruitment and supply of human resources in proportion to future needs has been identified as the best strategy for developing strategic human resource planning in the Export Development Bank of Iran.

The aim of this study was to provide a sustainable productivity model for the development of strategic human resource management in the Bank Maskan (Housing Bank). The type of research was applied in terms of developmental purpose and applied in terms of result and content analysis method was used in terms of data analysis. The statistical population of the study consisted of 14 university experts, senior managers and experts of Bank Maskan who were selected by judgmental and purposeful sampling. The data collection tool was a semi-structured interview. The validity of the interviews was confirmed by triangulation and its reliability was confirmed by the correlation between the two coders. Based on the obtained results, by analyzing the theme, 8 comprehensive themes were identified in the form of 20 organizing themes, which were taken from 62 basic themes, these overarching themes include human factors, managerial factors, organizational factors, technological factors, environmental physical and psychological factors, economic and social factors, efficiency and effectiveness in order of important. In total, the sustainable productivity model for the development of strategic human resource management in the Bank Maskan has 8 dimensions, 20 components and 62 indicators

The current research was conducted with the aim of explaining the model of improving the strategic management of human resources through the measurement of sustainable productivity in Maskan Bank. The type of research is developmental in terms of purpose and practical in terms of results, and the type of data is mixed (qualitative and quantitative). The statistical population in the qualitative part of the research included 14 university experts and senior managers and expert experts of Maskan Bank, who were selected by purposeful sampling, and in the quantitative part, there were 1238 employees working in Maskan Bank, including (senior managers - experts and heads of branches was selected in the whole country) that according to the sampling formula of limited communities of Cochran, the sample size of 294 people was determined, who were selected using simple random sampling method.The data collection tools in the qualitative part include semi-structured interviews and in the quantitative part, the researcher made a questionnaire. To analyze the qualitative data, the theme analysis method (theme) was used and Maxqda software was used for coding, which was examined in three parts: comprehensive theme, organizing theme, and basic theme. In the quantitative part, the structural equation modeling method was used to validate the model. Based on the obtained results, in the theme analysis section, 8 overarching themes were identified in the form of 20 organizing themes derived from 62 basic themes.

This study was conducted to identify the factors affecting individual performance in public and private organizations to provide a conceptual model for these factors in public and private banks in Rasht. For this purpose, first, using systematic review and selection of 96 articles, with the help of qualitative content analysis method, 86 components were identified in the form of three factors: individual, organizational and extra-organizational. Then, by selecting 16 experts by purposeful sampling and snowball sampling method, which were 8 university professors and 8 bank managers, 71 components were finalized with the help of Delphi technique, and thus the conceptual model of research was validated and formed . The result showed that the elements of the model of factors affecting individual performance in public and private organizations consist of four main factors, namely individual, organizational and extra-organizational factors as influential factors and individual performance as influential factors. Although the elements of the research model are unique and specific to the banking industry in terms of implementation and implementation, but conceptually comparable to the findings and results of previous research and this is an important turning point of the present study.

The aim of this study was to design the strategic model of talent management at health networks in Iran university of medical sciences. The research is applied-developmental and the mixed methods research was used. In the qualitative phase of research (with using delphi method and content analysis method) population included expert and elites of vice-chancellor of healthcare, and in the quantitative part included the staff of health networks. The sample size in the first stage (by judgment sampling method) was 14 people, and in the second stage (by random sampling method) was 156 people. In the explanation of the model, after the distribution of questionnaires in two steps, “the members of the Delphi panel reached relative consensus. After content validity and reliability (with Cronbach’s alpha 0.81) of the questionnaire, second order confirmatary factor analysis for each component of the model was indicators and model with slight modification was a good fit The results show that talent management affects on organizational performance. The process is influenced by structural, content and external factors on the success of organizational performance. The model takes a step-by-step path from basic to the more specialized level by projecting the impact of environmental factors inside and outside the organization, then it can be used in strategic organizational decision making.

The present study aims to identify the factors affecting the incidence of corruption and provide a model of prevention. In this study, based on an exploratory study based on in-depth and semi-structured interviews with experts and using coding methods (open, axial and selective), the effective factors in corruption and administrative transparency were identified and Delphi method was used to validate the codings. Finally, the model was designed and then, using factor analysis and structural equations, the model was tested and finally confirmed. Findings show that the elements and factors that cause corruption in an organization are the components and factors that can be improved and managed, while promoting office health, the growth and excellence of the organization. Indicators of weakness of supervision and weakness of communication channels, homogeneity and preference of individual interests over public interests, avoidance of spirituality (extreme materialism and luxury), unemployment and weakness of public livelihood are among the factors that play a major role in corruption.

This study aims to design a strategic model of talent management system in the petrochemical industry and by using Grounded Theory. The present study is part of exploratory research projects. the researcher has collected data with a qualitative approach with a careful review of literature and history of talent management, researches, articles and books of internal and external literature as well as with the method of purposeful and snowball sampling, interviews with 18 of university professors and experts in the petrochemical industry. Then, the researcher has applied qualitative data analysis using the Grounded Theory and the three - step coding (open, axial and selective). Finally, indicators, components and basic dimensions affecting the strategic model of talent management system in the petrochemical industry have been extracted.

The analysis and forecasting of the need for a labor force, especially specialized forces, in the second half of the 20th century drew the attention of governments more and more. One of the human resource planning approaches is the modeling approach, which includes forecasting and scenario planning. In this article, an attempt has been made to provide a comprehensive model by analytically examining the human resources planning models.

Historical method has been used for this research. Historical research emphasizes collecting data related to the past from reliable sources and their analysis.

The collected data indicate that all the models are related to analyzing the current workforce and identifying the skills needed in the future to improve services and provide the organization's existential philosophy. Analysis of supply and demand, comparison between the current workforce and the workforce. The future and identification of shortages or surplus of human resources are common concepts in all models.

Human resource planning, with its two hard and soft dimensions, satisfies employees and managers and allows the organization to use all resources optimally. Therefore, in order to comprehensive planning Human resources, human resources managers should be familiar with the policy and executive requirements of the organization, be in contact with all organizational units, be aware of the needs and demands of employees, and include all matters in short-term and long-term plans.

Dynamic organizations seek to create opportunities to identify and replace qualified people to operate in a competitive world. This study aims to identify, explain, and prioritize the factors affecting talent identification and succession breeding to establish and develop a competency system.

The method is qualitative. In the first step, the components of the variables were identified, and a conceptual framework was obtained. The statistical population is the Delphi method which includes university professors, managers, and experts of Bank Mellat, and the purposeful sampling method has been used.

The results of factor analysis showed that the identified components for each variable have a high correlation with them and were able to explain the main variable well, and the priority of the components was determined.  Due to that, the model for talent identification and succession breeding has not been designed and developed to create and establish a competency system in banks and banking companies; the findings are innovative.

The results indicate the need for talent identification and succession breeding programs that provide the preconditions for establishing and developing competencies. Talent identification includes identification, selection, recruitment, retention, and development. Succession breeding includes causal, contextual, internal, and external factors and intervening conditions. Competence is related to the factors of knowledge, skill, ability, and attitude. In component prioritization, selection, contextual factors, and ability have the highest priority, and retention of talents, external factors, and attitude have the lowest priority.

This study was to investigate the relationship between social capital and nurses' anxiety and depression.

Descriptive-correlation. Zahedan Medical Nurses Society. A sample of 290 people was randomly selected and the subject completed the Gusal Social Capital Questionnaire, Beck Anxiety and Beck Depression Inventory. Pearson correlation test and stepwise regression were used to analyze the data.

The results showed that there is an inverse and significant relationship between social capital and anxiety and depression (p <0.01). Also, stepwise regression analysis showed that cooperation, commitment and relationships (- 0.38, -0.21 and -0.13), respectively, were the most negative predictors for anxiety and cooperation alone (-0.22) is a negative contributor to depression.

According to the research findings, it seems logical that hospital managers have taken the necessary measures and facilities to increase the level of social capital of nurses and training programs to establish more trust and confidence, intimacy, participation. Provide nurses with a commitment, a relationship of mutual respect, and a fulfillment of individual and societal values.

The theory of organizational trauma is one of the newest topics in the field of organization that examines the impact of psychological trauma on the organization and its effects on individual and organizational functioning. Every organization with its own characteristics is exposed to organizational trauma. The aim of this study was to identify the factors affecting organizational trauma and organizational silence with respect to the mediating role of managers' emotional intelligence.

The study method is descriptive and qualitative in two stages Library and Delphi done. In the first stage, using the research literature, the components of organizational trauma, organizational silence, and emotional intelligence were identified, and then the proposed conceptual framework was obtained based on it.. The statistical population includes university professors and managers and experts of Mellat Bank and purposive sampling method has been used.

All items are meaningful and the factors of structure, technology, environment, people, goals and ethics in organizational trauma; Social, organizational, personality, managerial factors in organizational silence and the factors of self-awareness, relationship management, self-management and social awareness have the most agreement in emotional intelligence.

The consequences of organizational trauma have many destructive effects on organizations, especially human capital, the result of which is manifested in organizational silence. In general, it can be said that paying attention to emotional intelligence can have positive consequences such as satisfaction and performance and prevent negative consequences such as organizational trauma and organizational silence.

Agility enables today’s agencies to compete with other agencies and also makes today’s agencies adapt themselves with the changes and respond rapidly. Therefore, agility is among the main factors of today’s agencies success and survival. Nowadays, innovation agility and agile innovative organizations have been included into the plans of many organizations senior managers. However, factors effective on innovation agility have been less investigated in many educational organizations such as Ministry of Education in Iran. The present study aims at responding to this necessity; therefore, the current study has been conducted aiming at identifying effective factors on innovation agility in educational organizations and presetting structural interpretational model. Therefore, purposeful sampling has been done in the Ministry of Education statistical population and the samples selected in snowball sampling technique. The results of identifying concepts showed that innovation agility model in the Ministry of Education had 79 concepts. In addition, the results of identifying minor concepts showed that this model had 8 minor concepts which had been divided into 3 major concepts. Capabilities was among the major concepts. This major concept included two minor concepts of personal characteristics and cultural factors. The next concept was background factors. This major concept included two minor concepts of human sources and environmental factors. The third concept was facilitating factors. This major factor included four minor concepts of structural factors, strategic factors, organizational factors and management factors.

One of the important categories in training human capital and maintaining the capability of organizations is succession breeding and one of the methods of succession planning is to design the organization's jobs based on indicators that can achieve succession in the organization.
Research

This research is a qualitative-quantitative type and has been done by exploratory method. The statistical population of the research in the qualitative study section was related experts and in the quantitative section was a number of experts and managers of the mobile communication company.

This study showed the dimensions, components and indicators of job design in the mobile communication company and finally a model that can put job design in the path of succession and purposefulness was extracted and it was found that job design with an approach Succession planning requires a process of identifying key jobs as well as talented employees and then implementing it in the company and finally evaluating and measuring the success rate in implementing it through special tools.

In the mobile communication company, due to the specialization of jobs and reliance on human and technical resources at the same time, the job design process should be done in such a way that successive breeding can be done systemically at the company level and in key jobs.

The purpose of this study is to design a model to determine the effective factors in the occurrence of corruption and to investigate the role of organizational oversight and transparency in its prevention. The research is applied in terms of purpose, method and method. The statistical population in the qualitative section of 16 experts are aware. Section data were obtained through interviewing, identification, and the Delphi method. In the quantitative part of the statistical population, 4700 people working in the Social Security Organization are in the branches and medical centers of Tehran and Tehran province. 355 samples were selected using Cochran's method and confirmatory factor analysis and structural equations were used to analyze the data. During the identification process, 134 initial concepts and after the Delphi method, 90 indicators were extracted in two axes. Then, the initial model of the research design was evaluated and confirmed using confirmatory factor analysis methods and structural equations. Interpretation of the results of path analysis shows that the organizational factor has the greatest impact on corruption. Environmental factor has the second rank and individual factor has the third place in the spread of corruption in this research. Indicators of weak supervision, weak risk of crime detection, collusion and superiority of individual interests over public interests, distance from spirituality (extreme materialism and luxury) are among the factors that play a major role in corruption. Periodic and random monitoring and inspections can increase the risk of crime detection in organizations and make the organizational environment unsafe for any violations and corruption. And corruption was curbed.

The purpose of the present study is to analyze the policies, programs, plans, and projects of the Islamic Republic of Iran for managing the talent of the country's human resources.

The method used is descriptive-analytical in terms of nature and the methodology applied was content analysis of 20 documents which were selected as a purposeful and accessible sample for the study. The required information and data collection tools were researcher-made checklists and forms.

"Talent Management" was the main theme in national documents. Core policies were extracted from Policy documents based on 14 defined categories and 77 sub-categories. The most important core policies concerning talent management are provided in the fields of culture, credit facilities, education, research, technology, international relations, infrastructure development, empowerment, justice, encouragement, recruitment and employment, freedom, SMANs (NGOs) and appraisal. The national strategic document on elites’ affairs is the most comprehensive document with regard to talent management, and “justice” is the most recurring indicator in the documents. In compiling policy documents, there is a greater inclination of governance policies towards inclusive subject approach for talent management.

It requires a coherent structure with systematic studies in the planning system in order to create a suitable platform for establishing talent management and planning to identify, grow, maintain and promote talents as the main and effective capitals. Accordingly, the 7th 5-year development plan will be highly credible if the core policies proposed in the plan are taken into account.