مهدی سبکرو

In most of the government organizations, there is mistrust of the employees towards the leaders and it causes dissatisfaction of the employees and the leaders working in the group. Therefore, the purpose of this research is to identify the causes and consequences of employees' lack of trust in leaders and provide solutions to develop employees' trust in leaders in Yazd Gas Company, categorize the causes, consequences and solutions in the form of main and secondary concepts and study relationships. It is presented among the concepts. The study method is qualitative and is based on the theme analysis approach. The statistical population is made up of the employees and managers of Gas Company of Yazd Province, which was selected by the snowball method. The research tool is a semi-structured interview, which data saturation was obtained by holding 16 samples. The interviews were recorded, noted and analyzed with the theme analysis approach. The findings of the study include 34 sub-themes which are classified in the form of 10 main themes. The main themes of "structural factors", "contextual factors", and "content factors" have been identified as the factors that have led to the mistrust of the employees in the leaders in the gas company of Yazd province. The results and consequences of employees' mistrust of leaders on Yazd Gas Company have been classified in the form of main themes "organizational consequences", "individual consequences" and "extra-organizational consequences".

In today's dynamic business environment, organizations increasingly recognize the importance of customer capital as a valuable asset. A major challenge for firms is how to differentiate themselves in a global market and build competitive advantage. The experience economy approach emphasizes on creating memorable, personalized, and attractive experiences for the customer so that the economic income of the companies and the added value of their services are made through the customer experience. Many tourism firms have been able to move up the value chain from a service base to an experience base as a means to attain high levels of customer satisfaction and profitability. Consequently, a better understanding of how customer capital or relational capital with an experience economy approach will assist business managers and designers in developing effective strategies by focusing on the relationship and how this experience can build sustainable technology innovation, business models, and strategies, and help design services for tourists to meet the market's needs. To continuously create and deliver the value of engagement experiences, companies must provide their employees with the means to design, create, and stage such experiential offerings. This requires strategic alignment of human resource management and marketing processes. Therefore, due to the lack of a comprehensive and integrated model, this research aims to present a framework that uses customer capital to guide the organization's success in the experience economy.

The current research was conducted based on the purpose of developmental type and in terms of qualitative data collection with Grounded theory approach. Considering the nature of the research problem, the researchers have used the interpretive paradigm and inductive logic for the detailed research investigation. In the first part, texts related to customer capital, experience economy, and human resource management have been extracted from library sources. The second part was an interview with 13 people consisting of human resources managers of the tourism industry, including tourism companies, hotels, and university professors. Sampling was done purposefully and continued until the theoretical saturation of the researcher was reached. The interviews were conducted through in-depth semi-structured interviews and the 5w1h technique and sought to answer questions such as: how, why, what, where, who, and when. The extracted codes reached saturation after the 13th interview. After studying and refining, all concepts were adjusted to 29 components and 417 codes. In the following, the extracted phrases were summarized and simplified, and duplicate sentences were removed. To analyze the data and identify the components with a three-stage coding process (open, axial, and selective) of the content analysis method and MaxQDA 2020. Thus 13 components, 29 indicators and 74 final selection codes were obtained. Finally, a paradigm model of customer capital reinventing designed with the experience economy approach.

The first step of the model for the regeneration of customer capital with the experience economy approach in Iran's tourism industry is causal conditions including innovation and initiative, talent management, and foresight. This stage can be considered as the preparation or pre-implementation stage. At this stage, the organization does not specifically enter into capital reinventing, but it tries to provide grounds for it. This stage includes factors that lead to the regeneration of customer capital with the experience economy approach. The gap of innovation and initiative with the indices of innovation capital and intellectual property, the component of talent management with the index of susceptible personality traits, and the component of foresight with the index of agility in the service process have been considered as causal conditions by researchers. The next step is to reinvent customer capital as a central phenomenon. Context conditions that must exist to be able to carry out appropriate actions and strategies; include environmental components with indicators of the market situation, economic factors, and pervasive technology. Intervening conditions include the intellectual capital component with indicators of human capital and structural capital, and the component of leadership styles includes the index of managerial support. The strategies include the policies and processes component with customer-oriented recruitment and recruitment indicators, customer-oriented training, consulting, and reflective compensation, the feedback process component with constructive feedback indicators, the system of customer suggestions and complaints, and the risk process consisting of continuous monitoring indicators, and resilience. Finally, the results in the paradigm model show the emergence of customer capital reinvention with the experience economy approach, including three levels: satisfaction at the individual level, development and productivity in the organization, and stabilization of ideals and institutionalization of values ​​at the extra-organizational level.

The results of this research are important in several ways, other researchers get to know the conceptualization of customer capital in the experience economy and how groups and individuals in the tourism industry share their information. It should be used quantitatively in other research and ultimately lead to a common understanding of the reinvention of customer capital. This research attempts to explain the mechanism by which the development of customer capital and organizational performance contribute to the experience economy in the current turbulent business environment. Also, the results show that effective human capital management improves organizational capital and customer capital. Therefore, the results show that generational diversity leads to the creation of shared values. At the extra-organizational level, to deal with the current and expected talent shortages in the international hospitality industry, an important and innovative focus in the tourism industry is for companies to pay attention to the diversity and inclusion policy as part of sustainable human resources. management strategy. It leads to customer loyalty and branding for tourism centers.

This research was conducted with the aim of designing a hierarchical model of attachment in the general organization and services of fire department and safety services of Isfahan municipality.

This research was conducted using the qualitative method of grounded theory and with the approach provided by Strauss and Corbin. In order to collect data, semi-structured interviews with 19 employees of the fire department continued until theoretical saturation was reached. Sampling was done in a targeted way, which includes firefighters, firefighter drivers, shift commanders, station chiefs, and organizational managers. In the next step, to analyze the obtained qualitative data, three stages of open, axial, and selective coding were done to obtain the theoretical model of the research. In the data analysis, 267 initial codes were extracted from the text of the interviews through grounded theory; after refinement and integration they were adjusted in the form of 42 concepts, 21 categories and finally 10 components.

After refining and integrating the data obtained from the analysis of the text of the interviews, finally 10 components were extracted. In the axial coding stage, the causal conditions (nature of firefighting, firefighting spirit, spirituality of firefighting, and management style), background conditions (economic factors, socio-cultural factors, and work content), intervention conditions (ability of firefighting, influence of colleagues, appointment policies, reward, perceived justice), the main phenomenon (types of non-attachment, virtual attachment, unstable attachment, secure attachment, dangerous attachment), strategies (protection, emergence), and consequences (transformational and organizational protective interventions) were determined.

The designed hierarchical model provides practical recommendations to managers and human resource specialists to create and improve the level of attachment of fire department employees.

The purpose of this study was to evaluate the behavior of taxpayers through the main components of trust and power in order to typology of taxpayers. The present research was from the category of applied research and descriptive-survey type, and in the divisions of descriptive research was of comparative research method. For this purpose, 1005 people were randomly selected from the total number of taxpayers referring to the tax administrations of the whole country. The data collection tool was a written questionnaire, after confirming the validity with the help of experts, the reliability was confirmed by Cronbach's alpha. Inferential statistics and mean frequency analysis were used to analyze the research data. The results of the analysis showed that the average power and trust is not very high (3.63 and 3.34 out of 5 points, respectively). It can be stated that exercising the power of the tax system and also trusting that system in line with the purpose of paying taxes is low, which will lead to a decrease in taxpayers' compliance with the tax. Therefore, at the end, solutions to improve the obedience score are presented as the most important interactive behavior of individuals with the tax administration.

Following environmental changes and challenges in the current century, environmental protection has become one of the concerns of consumers. While the focus of many businesses is on sustainability, corporate social responsibility and green action, some companies make false claims of greenwashing actions by environmental activities, thus seeking to gain and maintain their legitimacy and place in the minds of consumers. The concept of greenwashing appeared in the middle of the 1980s to describe abusive practices or exaggerating sustainability claims to gain market share. On the other hand, greenwashing is defined as misleading or deceptive environmental claims and disseminating false information by organizations to promote the public image of the company's environmental responsibility. The importance of paying attention to the phenomenon of greenwashing is because it not only causes confusion and doubts among consumers but also potentially eliminates the need for innovation in green products. Therefore, the present study was conducted with the aim of providing a comprehensive typology of the greenwashing measures of companies.

With the aim of providing a typology of the greenwashing practices of companies, this study has done an in-depth review of 11,718 articles in the field of greenwashing published in databases from 1986 to 2022 with a scoping review method.

With the analysis conducted on the existing typologies in 38 selected articles, a new and different and comprehensive typology of the greenwashing phenomenon is presented in this study based on four dimensions, including environmental reports, environmental performance, greenwashing levels, and the dimension of how to show environmental performance. Therefore, through combining the mentioned dimensions in the proposed model, 16 types of companies are identified under the headings of green companies and with the execution of green strategies. The include green companies claiming green strategies, brown companies executing greenwash strategies, brown companies claiming greenwash strategies, green companies executing the characteristics of green products, green companies claiming the characteristics of green products, brown companies with executional of greenwash products, brown companies claim greenwash products, green companies without executing green strategies, green companies without claiming green strategies, brown companies without executing greenwash strategies, brown companies without claiming greenwash strategies, green companies without executing the characteristics of green products, green companies without claiming the characteristics of green products, brown companies without executing greenwash products, brown companies without claiming greenwash products.

The first group, namely green companies, refers to those that have good environmental performance in line with the use of acceptable green strategies. These companies seek to display their strategies in various ways, including providing positive environmental reports. In other words, green companies seek to gain and maintain legitimacy and competition in the market by showing their green strategies. This group of companies can, thus, be named obvious strategic greenwashing companies. The second group, green companies with appropriate performance in the field of environment, present positive environmental reports and highlight their environmental strategic claims. They can be named obvious strategic greenwashing companies. Another group of green companies are operating ones with good environmental performance. They want to display the green and environmentally friendly features of their products, which is done through images and association elements. Naturalization with colors (such as green, blue) or sounds (such as the sound of the sea, birds) evokes the feeling of the naturalness of the product in people. This group of companies can be named obvious greenwashers. There are also companies operating in the markets that bring the features of their products to the attention of consumers and stakeholders through making claims in environmental reports. This category of companies can be named green companies claiming the characteristics of green products. They can also be named obvious greenwashers. The other group is green companies that, despite using appropriate environmental strategies and having an acceptable green performance, do not want to show their activities. This group of companies can be named strategic silent greenwashers. Similarly, considering the groups based on four dimensions and 16 types of companies introduced in the proposed model of this research, it is possible to distinguish the activities of companies that really have green actions from companies that have greenwashing activities and to prevent the greenwashing activities of those companies. Therefore, necessary measures should be taken in various industries and a solution should be found for the current activities of greenwash companies. The findings of this research indicate that, in order to reduce the damages of greenwashing on the consumer, the environment and other groups, this phenomenon should be considered as a kind of fraud, and the opportunities and justifications of greenwashing should be reduced. Future researchers can use this typology to identify and prevent greenwashing practices of companies active in various industries

The purpose of this study is to Investigating the effect of Leader behaviors on the employees' voice behavior with the mediating role of Relational Identification and Work Engagement. The population is employees' of Water and Sewerage Company in Ahwaz city. 269 people were examined as a statistical sample. The research is applied in terms of purpose and regarding the data collection the research is descriptive. Data were collected by simple random sampling method. The data collection tool was a questionnaire and its validity was confirmed by the discriminant validity and convergent validity was confirmed and the reliability of the questionnaire was confirmed by using Cronbach's alpha coefficient and construct reliability (CR). hypotheses were tested using Pearson correlation coefficient and structural equation modeling . The results of the test of research hypotheses show that ethical leadership significant effect on Work engagement, relational Identification and employees' voice behavior. Transformational leadership significant effect on work engagement, relational Identification and employees' voice behavior. Work engagement and relational Identification significant effect on and employees' voice behavior. The role of partial mediation of work engagement and relational Identification in the effect of ethical leadership and transformational leadership on employees' voice behavior was was confirmed.

Universities and higher education institutions have knowledge workers who carry knowledge Therefore, the identification of the factors that make knowledge-oriented human resources last in universities was defined as the goal of the present research. Based on the purpose, the research is applied research, based on the nature, is descriptive research. The statistical community of administrators and faculty members of Imam Javad University numbering 21 people, was defined as experts in the qualitative part of the research, . Metasynthesis and content analysis methods were used to analyze the data of the qualitative part, . using the method of text content analysis , 55 effective indicators on the durability of knowledge human resources were extracted. during the interview , 37 components were identified, and in the axial coding phase, using MAXQDA software, one component was considered for each category of conceptual codes, and finally 11 components were identified. became. In the selective coding stage, based on the components, 30 sub-categories and 11 main categories were extracted. The results of the research show that among the identified components, the work-life balance component, which has been conducted in similar researches, has received less attention, which may be due to the special conditions of the university. Also, the results showed that due to the young and well-educated academic staff, several important indicators such as a sincere work environment, flexible work and an active and dynamic environment express the quality of work life in people's decisions to stay in the Imam Javad university is very influential.

Behavioral motivations vary in different industries, depending on gender, goals, and perspectives. The purpose of this study was to provide a typology of green motivations of actors (shareholders, managers and employees) of green industries. The research method of the present study is a series of mixed that in the qualitative part (theme analysis) and data collection tool was a semi-structured interview. The statistical population of the research in the qualitative section includes 47 selected companies of green industries in 1397. Sampling by snowball method from 40 CEOs, 15 managers of the Health and Safety Unit, 30 shareholders, 10 employees, 14 environmental managers and 8 green industry assessment experts, as well as 25 researchers and university professors and staff of environmental laboratories have been conducted throughout the country. In the quantitative part, the researcher-made questionnaire was distributed among 384 shareholders, managers and experts of green industries and was analyzed using Emus software version 24. The results showed that the species obtained based on internal and external dimensions are: nature fascination, life enthusiasm, life-friendly citizen motivation, belief / moral motivation, green motivation and give-and-take motivation. Also, the results of confirmatory factor analysis showed that the identified species can be distinguished from each other according to statistical analysis and they can be introduced as green motivation species of green industry actors.

The main purpose of this research is to identify the prominent behaviors of impression management of students in the academic setting and classify students based on their mental patterns in applying impression management behaviors and tactics and describe and interpret each pattern. In this study by using the Q methodology, first the behaviors involved in impression management in the educational setting were identified and the mental patterns of different students based on the priorities of the application of their impression management tactics was identified and described. This research is practical based on purpose. It is also exploratory in the nature of research and descriptive-survey in terms of data collection. The data of this research are mixed (combined or quantitative-qualitative). The qualitative part of this research was carried out through unstructured interviews with purposeful sampling in order to provide a space for discourse and Q sample design; 62 statements and 33 items Received. The quantitative part of this study was performed to identify and categorize mental patterns using Q-factor analysis. The results of this study indicated that there are five main mental patterns in the application of illustration management tactics called hyperactives, oblivious, law-abidings, opportunistics, and clevers among the students studied. These five groups covered about 85% of the total variance. improving the students' impressiom behaviors, teaching and promoting culture among students is one of the methods such as programs and socio-cultural events with the aim of reducing violent and hostile behaviors and creating a happy atmosphere in the university.

Vitality and welfare can be considered as one of the strategic needs for long-term success of the organization. Accordingly, the present study was conducted with the aim of interpretive structural modeling of factors affecting organizational vitality in Yazd Gas Company. Statistical sample in the qualitative section, management experts including university professors, managers and experts of Yazd Province Gas Company are 15 people. This section was done by interviewing experts and three stages of open coding, axial coding and selective coding. Finally, the selected codes were filtered by fuzzy Delphi method. The statistical sample in the quantitative section is 144 official and employed employees of Yazd Province Gas Company. The results of the section showed that the factors affecting organizational vitality include 11 main components and 54 sub-components. Finally, using fuzzy Delphi technique, the consensus of experts on the importance of each factor was calculated. The validation of the identified indicators was confirmed by the consensus of experts and the fuzzy Delphi method. This section was performed by method of interpretive structural modeling. In the interpretivestructural modeling section, a pairwise comparison questionnaire was selected from the selected components in the qualitative section and modeling was performed. The results of interpretive structural modeling showed that managerial and organizational variables are the first and second key and strategic variables, respectively.

One of the main and modern concepts in relation to today's consumers is that they can be easily harmed by the purchase, acquisition, or disposal of goods and services, or be abused or deceived. Each of these causes cause harm to consumers and in some cases creates a sense of victim for them. Psychologists can analyze consumers' movements, attitudes, perceptions, expectations, right or wrong decisions, and the intention to buy or possibly repurchase goods or services. The category of harm to consumers with a sense of perceived victim is one of the most important and at the same time neglected concepts in the field of consumer-related literature. Therefore, the aim of the present study is to identify the types of damage to the consumer. In this qualitative research, relying on the database theory and using semi-structured interviews, the extracted data were coded in three levels (i.e. open, central, and selective), and Atlas TI software was used for data analysis. Based on the codes obtained from the interviews, and after the theoretical saturation of the interviews with 15 consumers who considered themselves victims, 300 subcategories, 14 categories, and 11 themes were extracted. The results indicated that economic conditions as underlying or intervening factors, individual conditions and social conditions as causal factors, emotional conditions and emotional consumption as central factors, and mental confusion as well as communication confusion as two strategic factors that led to harming the consumer. This creates personal, legal, and civil consequences. 

One of the main concepts in relation to today's consumers is that they can easily suffer damage from purchases, or be abused or deceived. Each of these cases causes harm to the consumer and in some cases, creates a feeling of being a victim. Sometimes the damage is due to the ignorance or lack of knowledge of the consumer who notices these damages after consumption. Therefore, the consumer has been abused, deceived, or cheated by the provider of goods and services and suffered and experiences various damages. Different conditions are the bases of different damages for the consumer, which neither the consumer is unaware of the damages of consumption, nor the provider of goods and services intends to abuse or deceive. Victimized consumers experience bitter or at least unpleasant experiences that can have negative consequences for their families. In the present study, various examples of consumer damage are identified.

This study aims to identify types of victimized consumers using a grounded theory approach. Based on this, after saturated interviews, 15 people were selected as a sample of participants in this section by snowball sampling. After determining and agreeing on the selected codes, 300 subcategories, 41 categories, and 11 content themes were extracted from the participants in the interview.

In the current research, based on the participants' point of view, causal factors were categorized into two concepts: individual and social conditions. Individual conditions have six categories of insistence on consumption, psychological conditions, the psychological pressure of others, stubbornness, mental disorders, and loose elements. Social conditions have seven categories of product necessity, trust in others, trust in brands, and recommendations of sellers.  The advice of others is a fraud, and the consumer is a victim of the environment and government policies. Contextual or intervening factors are identified with three concepts of economic conditions, advertising, and advertising effects. Also, based on the participants' point of view, two concepts of emotional conditions and emotional consumption were identified as central factors.

According to the results of this research and the knowledge of the typology of the victim consumer, it is possible to inform the consumers about the correct purchase strategies and provide them with the necessary warnings to avoid harm. For example, it is suggested that people avoid rushing to buy and make sudden purchases and consult with others before making a purchase in order to make a successful purchase. If possible, if they have no experience in shopping, they should try to do the shopping in a group with people who have the expertise and check all aspects of a product or service completely.

Drawing upon the resource-based view, the ability-motivation-opportunity theory and social exchange theory I examined how green human resource management interplays on to the linkages amongst green transformational leadership, green innovation, and environmental performance. Using a survey questionnaire, I collected data from 170 employees in the Zobahan factory. So. We used covariance-based structural equation modeling (SEM) to examine hypotheses in this study. Results of the study suggest that green HRM practices mediate the influence of green transformational leadership on green innovation. Result also found that green HRM indirectly through green innovation influences a firm's environmental performance. Overall, the findings of this study support all hypotheses of direct and indirect effects and have several theoretical and practical implications. Finally, this study significantly advances theory and suggests that the HRM-performance relationship neither depends upon the additive effect of green transformational leadership and green innovation as antecedent and mediator, respectively nor on their interactive effect but a mix of both combinational forms (i.e., additive and interactive) to affect firm environmental performance. Managers can achieve sustainable development by empowering their human resources through implementing green human resource management. Developing environmental protection policies, hiring people based on environmental values have an influential role in the organization.Key words: Green Transformational Leadership, Green Human Resource Management, Green Innovation, Environmental performance

One of the challenges in achieving goals in knowledge-based companies is employee turnover. Using the appropriate leadership style is one of the solutions. So this research investigates the effect of a supportive leadership style on the turnover intention of employees, emphasizing the mediating role of organizational commitment and job satisfaction. A descriptive-survey research method was adopted and the study population consisted of all employees and professionals working in technological and knowledge-based companies located in Yazd Science and Technology Park and Pardis Technology Park. The sample size was 138 people according to the Green table and was selected by random sampling. The standard questionnaires of the Leader Behavior Description Questionnaire (LBDQ), the organizational commitment of Balfour and Kessler, the job satisfaction of Minnesota, and the turnover intention of Moghimi were used to collect data. The reliability and validity of the questionnaires were accepted through Cronbach's alpha coefficient and composite reliability coefficient, as well as content and construct validity. Statistical analysis was conducted using structural equation modeling with Partial Least Squares and through Smart PLS software. The supportive leadership style, both directly and indirectly through mediating variables of the research, has a significant negative effect on the turnover intention of employees in such a way that the indirect effect is more than its direct effect.

Despite the focus of modernbusinesses on responding toexisting concernsabout environmental issues and dealingwith solving its challenges based on green measures and the validity of claiming environmentalbenefits in the products of somecompanies, companies involved in the greenwashing process that mislead consumers and present positive reports despite theirpoor environmentalperformance. Therefore, the aim of this research wasto present a comprehensivemodel of the greenwashing consequences.

Along with the purpose of the research using the meta-synthesis method and through the seven steps of Sandelowski and Barroso, the results of previous researchers have been systematically reviewed and the weight of the extracted factors has been determined by Shannon-entropy method.

60 outcomes identified by analyzing the data of 47 selected studies have been classified into 14 concepts and 6 main categories.

According to the results of Shannon-entropy, the most important outcomes affected by greenwashing are: perceived risk, loyalty, trust and green purchase intention aboat the consumer outcomes; employees' value orientation, product quality, green brand legitimacy and green brand image aboat the consequences ofthe company's greenwashing; changing internal andexternal attitudes about the environmental sustainability oftheindustry; change inattitude and purchase intention towardsother green brands and products aboat the consequences relatedto other greenproducts;stakeholders perceptionsabout corporateenvironmental responsibility and theirresponse to corporateenvironmental scandals aboat the stakeholderoutcomes and ecosystem degradation and the overuse of non-renewable resources under the environmental impactsubset of corporate greenwashing. Bypresenting a consequences modelof greenwashing, this study has created a deep insight from the existing literaturethat managersof relevant organizationscan use untilprevent the greenwashing consequencesaffecting different groups.

This research has been done in line with the analysis of the intellectual structure of existing studies in the field of greenwashing and corporate social responsibility, to examine the scientific productions available and to draw a scientific map in this field.

The present study is of an applied type and with the scientometric approach and the techniques of co-authorship and co-occurrence of words, the most important authors and thematic clusters have been identified and a scientific map has been drawn in this field. The statistical population included 4685 scientific documents indexed in the WOS database between 1970 and 2022, which were analyzed using descriptive statistics and VOSviewer software.

The findings indicate an upward trend in the publication of articles over the last 52 years, with the highest number of articles in 2021 (1023). The map of authors' collaboration shows the 3 clusters with the most participation in the scientific network of authors' collaboration, centered on Han, Ahmed, Ullah. Also, the evolution of keywords from the focus of companies on green marketing and social responsibility and the establishment of environmental laws and policies towards creating doubts and reducing loyalty and satisfaction in consumers and jeopardizing the credibility and financial performance of the company and building trust by changing policies, strategies and values and disclosing environmental performance has been observed.

The results of the analysis of thematic clusters in this research show the researchers' attention to the investigation of the causes and consequences of the occurrence of greenwashing in order to identify and prevent this category of actions of companies.

 Organizational silence is a common phenomenon in organizations and an existing and tangible reality for managers and employees. One of the most important obstacles to the success of an organization's plans and goals is the lack of information, trust, and lack of what researchers call organizational silence, which is the refusal to express ideas, opinions, and information about organizational problems. On the other hand, by putting psychological pressure on the target person, mobbing intends to remove the identity of employees by using regular and continuous pressures. As a result of mobbing, employees lose their sense of belonging to the organization. The purpose of this study is to determine the effect of mobbing on the dimensions of organizational silence.

Design/ methodology/ approach: 

  This research is applied in terms of purpose and descriptive-survey in terms of data collection method. Conceptual model testing was performed by structural equation method and Spss and Amos softwares were used. The statistical population of the present study is the employees of governmental offices in Yazd. Also, the standard questionnaire of organizational silence of Dine et al. And the standard questionnaire of Mobbing Weinhart and Andriukatin were used. 171 questionnaires were analyzed.

Research Findings :

The findings of this study are that mobbing has a positive and significant effect on obedient silence and also that mobbing has a positive and significant effect on defensive silence but mobbing has no significant effect on altruistic silence.

Limitations & Consequences:  

Lack of similar research and lack of objective indicators for comparison within the country were the most important limitations.

Practical Consequences: 

 The occurrence of stress on employees in the organization is affected by various factors. These factors must be identified and considered to prevent the occurrence of silent behavior.

Innovation or value of the Article:

  Providing a model to show the effect of mobbing on employee’s organizational silence.

The emergence of ethical behaviors of managers and employees in the organization leads to an increase in social capital in the organization. In general, observing ethics in the organization improves the credibility and personality of the organization and leaves a proper image of the organization in society. Therefore, in the present study, an attempt has been made to refer to the texts of Nahj al-Balaghah and Gharr al-Hakam and Dar al-Kalam to obtain ethical themes in the process of human resource management. Therefore, by referring to these books, 448 initial codes and finally 9 comprehensive ethical themes were obtained by content analysis method. These pervasive moral themes, whose reliability and validity came from, include 'monotheistic approach', 'monitoring the basis of rights and justice', 'service spirit', 'moral modeling of each other', 'non -judgment and preservation of others', 'goodness.' And avoiding the ugliness, 'trying to self -improvement,' preserving the property and the organization 'and' meritocracy '. Thereafter, each of the pervasive moral themes in human resource management processes was examined. In fact, each of the pervasive moral themes is the moral manifestation of Imam Ali (PBUH) and is manifest in these processes. In general, these pervasive moral themes can be considered as measures for morality or immorality of any of these processes.

Each educational institution should redouble its efforts to maintain and measure knowledge in today's competitive market in order to identify and measure knowledge, so creating a mechanism that can analyze the dimensions of knowledge measurement of faculty members and examine related scenarios is the objectives of this study.

The present study is a practical, survey and descriptive research. Based on the logic of research, it’s a qualitative – qualitative research. The study population consists of all faculty members active in the state universities of Yazd province, which have theoretical knowledge or practical experience in the field of human capital management and education management. Among members of the population, 12 people were selected as samples based on the judgmental sampling method. In this study, fuzzy cognitive map method is used to analyze collected data.

The results showed that in the model of measuring the knowledge of faculty members in universities of Iran, specialized skills are in the first place in terms of the degree of centrality. After that, managerial ability, applied scientific ability, basic scientific ability and skill in interaction and communication are in the next ranks

According to the output and input points, specialized skills were identified as the most effective dimension and managerial ability as the most effective dimension in measuring the knowledge of faculty members. Then, based on the centrality of each dimension of knowledge measurement, the scenario was developed and reviewed.

Developing and retaining talent is critical to helping organizations compete effectively. Accordingly, the implementation of a strategic talent management system to invest in a talented group can turn members' job interpretation into their individual mission. Therefore, the purpose of this article is to investigate the effect of strategic talent management system on each of the variables of entrepreneurial behavior, voice and individual mission and also the mediating role of individual mission on each of the relationships.This research is applied in terms of purpose and descriptive-correlational in terms of method. The statistical population of the study includes 480 faculty members of Yazd University in the fall of 2019. According to Cochran's formula, the number of samples was estimated to be 213. A standard questionnaire with a Likert scale of five was used to collect data. Data were statistically analyzed using Smart PLS 3 software.The findings of statistical software showed that out of 5 existing hypotheses, 4 hypotheses have been confirmed. In fact, the strategic talent management system has a positive effect on entrepreneurial behavior and individual mission of employees. In addition, the effect of the strategic talent management system and the entrepreneurial behavior of employees, as well as the effect of the strategic talent management system and the voice are improved by the individual's sense of individual mission.The results showed that the strategic talent management system has an important effect on the entrepreneurial behavior of people in the university; This system also leads to motivation to develop talent in creative environments. Employee voices make constructive changes. These changes improve individual and organizational performance and lead to innovation and creativity.Strengthening and expanding the voice of the staff at the university opens the way to growth and progress towards a higher future.

Considering the high mental pressures on nurses at work, identifying the effective resilience factors is deemed necessary. Therefore, this study aims to investigate the mediating role of occupational engagement in the relationship between occupational stress and resilience among the nurses of Al-zahra Hospital of Isfahan.

The present study was a descriptive survey-correlational study. The population of this study included 1700 nurses from Al-zahra hospital in Isfahan city. Based on Cochran’s formula and by convenience sampling method, 200 people (60 men and 140 women) were chosen. Occupational stress questionnaires of HSE, resilience, and occupational engagement were performed on the sample. The collected data were analyzed using SPSS and AMOS software using structural equation modeling.

The results showed that occupational stress had a negative and significant effect (P <0.001) on the vibration with the mediating role of occupational engagement. Also, occupational stress had a negative and significant (P <0.001) negative effect on occupation and there was a significant and positive effect (P <0.001) on resilience.

The results indicate that occupational stress affects the resilience, but if the nurses are engaged in their jobs, this effect will reduce and the construct of engagement will act as a mediating variable.

This paper investigates the related literature on employee voice to propose an integrated concept of employee voice across different management areas, e.g., human resources, industrial relationships, and organizational behavior. The initial search provided 115 papers; however, the final investigation was conducted on 49 articles drawn from organizational behavior. Despite various conceptualizations of employee voice in different management disciplines, there is no evidence on different voice mechanisms as an integrated concept. The research method is a systematic review of articles based on the Wetten framework in the 1970-2019 time efficiency of employee voices in different management areas. This systematic literature review concludes that employee voice research contributes to understanding voice behavior. This study also highlights some domains, such as understanding the concept of employee voice, upon which future research can be built.

Utilizing scientometric techniques to acquire an in-depth understanding of research on knowledge workers is a novel approach that can provide a comprehensive understanding of a wide range of published articles and research for researchers. The aim of this study was to analyze and map international scientific outputs in the realm of knowledge workers.

This applied research was performed using scientometric method through co-authorship and co-word analysis. This study examined 1976 articles on knowledge workers, indexed in the Web of Science from 1929 to 2021. These articles were analyzed using descriptive statistics methods in VOSviewer, PreMap, and BibExcel software.

There has been an upward trend in publishing articles on knowledge workers in the last ten years. According to the maps derived from the analysis of the studied documents, business economics, occupational health of the public environment and computer science were the most commonly used subjects in researching knowledge workers internationally. This study showed that the scientific map of knowledge workers consisted of 7 thematic clusters. The clusters were occupational characteristics of knowledge workers, contextual factors of the work environment, occupational maintenance factors, characteristics of communication between employees, health, motivational factors, knowledge management and general aspects of knowledge work, respectively.

Drawing co-word mapping in different studied periods indicated changes and constants in concepts and terms related to the field of knowledge workers. The paradigm was examined to identify the evolution of keywords, changed from focusing on the main factors of the difference between knowledge workers and other workers to psychological factors related to workers and motivational factors for retaining these workers.

The present study aimed to develop a model for the voice of knowledge employees who were working in information technology (IT) small and medium enterprises (SMEs) located in science and technology parks affiliated with Iranian universities. This qualitative research was conducted based on the grounded theory model. For this purpose, semi-structured in-depth interviews were performed with 13 individuals, including knowledge managers and employees as well as IT business experts in SMEs affiliated with science and technology parks of Iranian universities accredited by the Ministry of Science, Research, and Technology. The study was conducted in the autumn and winter of 2019. The inclusion criteria for the selection of experts were having three complete years of vocational experience in SMEs with at least 50 employees. Then, the data was analyzed using Atlas T software (version 8) in the three stages of initial, axial, and selective coding, which led to the identification of 8 categories, 16 axial concepts, and 50 final codes. The results showed that the knowledge employee voice could lead to the greater interaction with customers, the achievement of competitive advantage, and high productivity and performance in the intended companies. Moreover, the findings can help the managers improve decision-makings about the obstacles and challenges that the employees may face in the process of growth and development of their companies.

Decent Work is one of the key factors in achieving sustainable development at the national and regional levels, and its implementation will have desirable consequences, but so far decent work in our country has remained only at the level of political discourse and announcement. Therefore, due to the increasing importance of decent work and its lack of real implementation in Iran, it seems necessary to identify the barriers that are in the way of its implementation. Hence, the main aim of this study is to help achieve sustainable regional development by identify and prioritize the barriers to the implementation of decent work in Yazd province. In this regard, based on trilateralism, 45 (n = 45) employers, workers' representatives and government representatives were Judgmental selected as statistical samples. In order to data gathering, in the first step, barriers to the decent work were identified based on library studies and in-depth initial interviews. In the second step, though, using the Delphi-Fuzzy method and the opinion of some of the experts in the industry sector, the identified barriers in the first step were analyzed and summarized. Finally, in the third step, with using the Fuzzy Best-Worst method, the barriers to decent work were prioritized and finalized. The final results and conclusions of this study indicate that the lack of trust atmosphere in dialogues with definite weight of 0.1999, budgetary problems with definite weight of 0.2840, government-owned structure industry with definite weight of 0.2755 and distrust of other members with definite weight of 0.2766, were the most difficult barriers in the implementation of decent work and, consequently, sustainable development in Yazd province.

 The importance of transferring empirical knowledge to other colleagues has become a growing concern for organizational managers in recent years. The experienced successful people believe that the relationship of Mentoring with co-workers has had a significant impact on the performance of individuals. The purpose of this study is to investigate the effect of Mentoring on occupational fluctuation and Career Plateauing employees.

The present research is among the field of organizational behavior and human resources. In terms of purpose, it is a descriptive-survey study with a quantitative approach. The population is all nurses in Navy in Bushehr city. According to the Morgan table, 118 nurses were selected using random sampling method. The data was collected by a questionnaire and analyzed using SPSS, Pls software.

 The mean value of the extracted variance is 0.5 and Cronbach's alpha is 0.7 for all structures, which indicates that the validity and reliability are valid for all structures. The fitting of the structural model using T coefficients showed that it was higher than 96/1 and the research hypotheses were approved.

The results indicate that the Mentoring has a negative significant effect on occupational fluctuation and the desire to leave the work. Occupational fluctuation is also positively significantly related to the desire to leave.