فهرست مطالب میثم جعفری

IntroductionHuman resources in organizations, by sharing their knowledge, attitude, ideas and experiences, are the most essential factors in moving the cycles of the organization, the expertise and capabilities of human resources can make organizations flexible. Make it acceptable and realize strategic goals in challenging conditions (Dudokh, 2020). Knowledge sharing is a behavior in which a person voluntarily provides his knowledge, expertise and experiences to other actors inside and outside the organization (Hosseinpour, Qurbani and Vishalghi, 2018). Thus, self-censorship is a phenomenon that hinders the transfer and sharing of knowledge (Hamari et al., 2017). Self-censorship of employees is a deliberate and voluntary action that employees refrain from disclosing when they have information, and it increases the tendency of employees to provide false information (Bartel, 2017).Organizational self-censorship is a dangerous obstacle for organizational change and transformation and hinders the development of pluralistic organizations. Self-censorship in organizations can have harmful effects on the decision-making and change process (Hamari et al., 2017). The issue of organizational self-censorship and efforts to solve it are very important and require the serious attention of managers of organizations. This phenomenon can be effective in learning and discovering errors, reduce organizational effectiveness and cause pessimism and dissatisfaction among employees, so it is necessary to address this important issue.Also, due to the existence of a theoretical gap in the field of self-censorship, it is necessary to carry out research in this field and solve this existing theoretical gap. Considering the scope of the research problem and the need to use strategies to counter self-censorship, this research aims to identify and explain the antecedents and consequences of self-censorship of employees in Urmia government organizations. Research MethodsThe current research is in the field of combined and inductive-comparative research, in such a way that it is done qualitatively-quantitatively. The purpose of this research is applied and descriptive-survey. Due to the fact that the current research is a hybrid one, the tools and methods used in the qualitative and quantitative sections are expressed separately. The statistical population of the research in the qualitative part consists of management and psychology professors. In this regard, using the purposeful sampling method, 16 professors were selected as samples. The sample size was determined using the principle of theoretical saturation in such a way that the interview process ended with the sixteenth participant. The tool for collecting information in the qualitative part of the research is a semi-structured interview, the validity and reliability of which were confirmed using the CVR coefficient and the Kappa-Cohen test, respectively. The statistical population of the research in the quantitative part is the middle and senior managers of Urmia government organizations, which was determined using the non-probability sampling method with a sample size of 32 people. In the quantitative part of the research, a pairwise comparison questionnaire was used, whose reliability was confirmed by retesting and its validity by content validity. In the fuzzy Delphi approach, questionnaires are distributed and collected in two stages and at different times. Therefore, based on the average difference of de-fuzzification and compatibility rate, reliability can be checked. If the difference of the de-fuzzified average is less than 0.1, it can be said that the questionnaire has the necessary reliability, and according to the result of the de-fuzzified average in two stages, it can be said that the questionnaire has the necessary reliability.ResultsBased on the results of the antecedents and factors affecting the self-censorship of employees in government organizations, organizational climate, maintaining the current position, fear of losing the job position, low job motivation, organizational structure based on bureaucracy, common perceptions, prioritizing individual interests, time monopolies, Weakness in effective communication, lack of effective cooperation, protection of the reputation and identity of the organization, compatibility with values and norms, harmony with the crowd, expediency of employees, lack of responsibility, lack of security. The results containing the identification of the consequences of self-censorship of employees show that the decrease in enthusiasm of employees, increase in stress, decrease in happiness in the organization, decrease in individual performance and efficiency, decrease in organizational agility, decrease in organizational productivity, employee dissatisfaction, job burnout, The difference in human resources hinders entrepreneurship in the organization, ineffective decisions, increases the desire to leave the service, hinders development and transformation, reduces trust in the organization, reduces timely reactions, and lacks learning. Also, the findings of the research show that the organizational atmosphere, fear of losing job position, conformity with the crowd, lack of security, expediency of employees and maintaining the current position are among the most important antecedents and factors affecting self-censorship of employees in organizations. They are government. In addition to this, factors such as lack of organizational changes, increased stress, reduced organizational productivity, reduced organizational agility, reduced individual performance and efficiency, and increased desire to leave the service of employees are among the most important consequences or consequences of self-censorship of employees in government organizations. ConclusionDutiful and authoritarian organizational atmosphere is the most important factor that creates self-censorship of employees. Spreading the culture of knowledge sharing and increasing employee participation, which is basically not a process that can be realized all at once, can lead to increasing the participation of human resources and knowledge sharing among employees. Therefore, it is necessary to spread and strengthen the culture of participation and knowledge sharing in organizations in order to become the basis for increasing creativity in the organization. By organizing brainstorming sessions, organizations challenge employees and increase participation and interactions between work groups, which leads to innovation and creativity, all of which lead to increased organizational learning, increased courage and boldness of employees in stating the truth and adopting Strategies to prevent self-censorship will be provided to employees.

1- Investigating psychological resilience strategies in organizations is important because it can help organizations create a culture of resilience that supports the well-being of employees and the organization as a whole. Resilience can help employees cope with stress, adapt to change, and thrive in challenging situations. Those organizations for whom resilience is a priority can benefit from increased productivity, reduced absenteeism, and improved employee morale. Investigating psychological resilience strategies in organizations is necessary to enhance the well-being of employees and the whole organization. A culture of resilience can help organizations thrive in challenging times and support long-term success and sustainability. The ultimate goal of educational organizations that are impressive learning organizations is to make people exert relatively stable behaviors. If education and learning are means to realize other organizational goals in other organizations, educational organizations are humanizing and changing behavior. Therefore, the employees of these organizations and their human resource managers are the target of organizational psychology research more than other fields. Identification and analysis of psychological resilience strategies of human resources in educational organizations can provide a broad perspective on managing employees and controlling changes. According to the stated contents, appreciable research has not investigated the strategies of psychological resilience of human resources in educational organizations. In the research that has dealt with psychological resilience so far, research gaps in the field of psychological resilience strategies are evident. In addition to covering the existing research gap, the present research will contribute to developing literature in the research field. Therefore, the current research aims to identify and rank psychological resilience strategies of human resources.
 
2- THEORETICAL FRAMEWORK
Psychological resilience is a person's ability to endure and overcome adversity without heavy damage to his mental state. Resilience, until recently, was considered a personal trait but is quickly becoming a critical skill for success in the workplace. Any stressful event or situation that makes a person feel overwhelmed and unable to handle and manage assigned responsibilities can be psychologically harmful. In addition to everyday stress, there are also severe incidents such as bullying, sexual harassment, and humiliation that can hurt a person's psychology. Psychological resilience gives a person the strength to face workplace daily stress and severe incidents without emotional damage. Psychological resilience in the workplace has the following benefits: a productive work environment, happier teams that are better equipped to manage different types of stress, a positive work culture, increased employee engagement, high employee job satisfaction, improved employee relations, self-respecting personnel, and employees with practical knowledge to balance their personal and professional lives. Many organizations have succeeded in creating a resilient workforce by creating a healthy work culture where employees thrive. A high commitment to building resilience in employees is critical for an organization.
 
3- This research is an applied study in terms of purpose, and regarding the method, it is a mixed study with an inductive-comparative paradigm. The statistical population of this research in the qualitative section was university professors and experts in educational management, human resource management, and organizational behavior. According to the purpose of the study, a sample size of 19 people was selected by conducting purposeful sampling using the snowball technique. The statistical population of the quantitative part was comprised of senior and middle managers and staff at Urmia University, which was sampled using the non-probability method.
 
4- RESULTS & In the qualitative part, analyzing the data obtained from the interviews in MAXQDA software led to the extraction of 14 psychological resilience strategies. In the quantitative phase, the analysis was carried out using the DEMATEL method. The strategies identified in the qualitative phase are as follows: perceived organizational support, coping with work-family conflict, the importance of feedback, strategic agility, horizontal management, psychological empowerment, job-employee fit techniques, tension management, improving the quality of work life, training programs, structural empowerment, dealing with cognitive distortions, effective communication, and constructive organizational culture. Based on DEMATEL analysis, strategic agility, structural empowerment, horizontal management, perceived support, and job-employee fit techniques are the most effective strategies. Psychological empowerment, flat management, tension management, and effective communication are both permeating and being influenced. Senior human resource managers at the university have paid enough attention to job matching techniques, such as fitting the tasks and abilities of people and the full description of responsibilities to improve the employees' performance and psychological health given the changes and social and work developments. Implement organizational empowerment and support requirements. The tangible attention of the organization to the employee, in addition to improving commitment and work attachment, also significantly improves productivity and job involvement.
 
5- CONCLUSIONS & SUGGESTIONS
Resilience in the workplace improves the organizational performance of employees. With the spread of emerging crises, psychological resilience has become more crucial, and human characteristics are needed to improve performance. In addition, resilience can be strengthened and developed by developing effective strategies to reduce vulnerability to stress and the impact of adversity in the workplace. According to DEMATEL analysis, stress management, feedback importance, improving the quality of work life, and effective communication were the strategies that had the most influence on others. Strategic agility, structural empowerment, horizontal management, and perceived organizational support were influenced more than the others. Psychological empowerment, flat management, tension management, and effective communication are penetrating and are influenced by other strategies. Educational and awareness programs about mental resilience include presentations, workshops, and training sessions for individuals and organizations. It is suggested that modifying the structure of work duties, responsibilities, and expectations should fit with the power and capacity of the employees. In this regard, human resource managers and supervisors of various departments should plan tasks with sufficient knowledge of functional and personality characteristics.

The aim of this study was to identify and explain the antecedents and consequences of organizational integrity using the fuzzy Delphi approach in the Army of the Islamic Republic of Iran. And the method is descriptive-survey. The statistical population of the present study is the qualitative section of military management professors. Sampling in this study was done purposefully and 17 people. The statistical population is a small part of the military officials, which was determined using the non-probability sampling method available at a sample size of 29 people. In the qualitative part of the study, a semi-structured interview was used to collect information, the validity and reliability of which were confirmed using CVR and Kappa Cohen test. Content and retest confirmed. In the qualitative part, the data were analyzed using Atlas.ti software and coding method, and the antecedents and consequences of organizational integrity were identified. Findings indicate that transparency, supportive organizational climate, job security as the most important factors in creating organizational integrity and increasing creativity and innovation, commitment and loyalty, organizational trust, competitive advantage are among the most important consequences of organizational integrity in the Islamic Republic Army. They are from Iran. Having transparency, supportive organizational climate and security in the organization increases the areas of integrity in employees and encourages employees to adhere to ethical principles. Employee creativity, innovation and performance increase when employees behave honestly and adhere to the ethical principles and values of the organization.

identifying the strategies for promoting the employability of conscripts based on Spatial planning and strengthening them leads to integration, empowerment and synergy. Therefore, the purpose of the current research is to interpret the structural modeling of the strategies for promoting the employability of conscripts based on Spatial planning. The identification of strategies to promoting the employability of conscripts based on Spatial planning through semi-structured interviews with the qualitative content analysis method based on the theoretical saturation technique and the purposeful sampling method was carried out with 34 professors and experts of management, economy and policy makers of the armed forces. The validity and reliability of the interviews were confirmed by the method of relative content validity and Cohen's kappa index, respectively. Coding of interviews using 2020 MAXQDA software led to the identification of 12 strategies. In order to stratify the identified strategies, the opinions of 89 senior officials and employees of the General Staff of the Armed Forces and managers of the conscription organization were used with the stratified random sampling method and with the help of a questionnaire. Validity and reliability of the questionnaire were confirmed using content validity and test-post-test method. The strategies identified by the interpretative structural method led to the formation of eight levels, where better use of Spatial planning and in-service training were the most effective factors, and process reengineering and value chain analysis were the most effective factors

Achieving career advancement and organizational acceptance is possible only by adopting correct and ethical policies and strategies. The political competence of managers has paved the way for promotion and success in the organization and has created a new insight in the process of managing organizations. The purpose of this study was to modeling the political competence of state managers. This study is based on the applied purpose and in terms of method in the field of descriptive survey studies. Identification of indicators of political competence was done through semi-structured interviews based on theoretical saturation with 17 professors in the field of organizational behavior management, human resource management and political science. The validity and reliability of the interviews were confirmed by the method of relative content validity and Kappa Cohen index, respectively. In order to modeling political competence, the opinions of 24 former and current managers of state organizations in Khorramabad were used using purposive non-probability sampling method and a questionnaire. The validity and reliability of the questionnaire were confirmed using content validity and test-post-test method, respectively. Coding of interviews using Atlas.ti software identified 14 key indicators of political competence. Modeling the indicators identified by the interpretive structural methoding led to the formation of seven levels, of which political knowledge and skills, identification of key individuals and influence tactics were the most effective, and political networking was the most effective indicator of political competence.

Automotive companies must consider strategic initiatives to compete and respond to dynamic customer demand. In this regard, flexible manufacturing is a strategy that is used in the productivity, quality of the final product and vulnerabilities caused by unexpected changes in the volume and mix of orders in the automotive industry. The current research aimed to identify and analyze the influenceability and Permeability factors affecting flexible manufacturing in Iran's automobile industry. This research is applied in terms of purpose and terms of research typology. It is among mixed research with qualitative and quantitative approaches. The statistical population of this research was the professors and experts of industrial management, business management and industrial engineering in the qualitative section, and according to the purpose of the research, sampling in this research was done in a targeted manner using the snowball technique and in the number of 26 people. The statistical population of this research was quantitatively senior and middle managers of Saipa group companies, who participated in this research using the convenience sampling method. In the qualitative part, the data obtained from the interviews using thematic analysis and MAXQDA2020 software led to the extraction of 11 factors affecting flexible manufacturing, and the analysis of the quantitative part was performed using the Dematel method. Based on Dematel analysis, the make-smart of lines, process re-engineering, and technological infrastructure significantly influence other factors. Professionalization of human capital, automation and technological platforms are also more permeability than other factors.

Political entrepreneurship is the driving force behind creating institutional changes that make it possible to change outdated processes. Political entrepreneurs have played an essential role in the policy-making process to create policy changes, and they can create different economic and social dimensions by presenting political strategies. The consensus of key and politically influential people on the issue of entrepreneurship in the country can accelerate the process of program development and solve process challenges. Therefore, identifying the development strategies of political entrepreneurship and strengthening the presence of these people leads to value creation and economic and social growth. Therefore, this research aims to interpret the structural modeling of political entrepreneurship strategies. Political entrepreneurship strategies were identified through semi-structured interviews with a qualitative content analysis method based on the theoretical saturation technique and purposeful sampling method with 24 entrepreneurship, policy-making, and management professors. The validity and reliability of the interviews were confirmed by the methods of relative content validity and Cohen's kappa index, respectively. Coding interviews using MAXQDA2020 software led to the identification of 11 strategies. In order to level the identified strategies, the opinions of 94 entrepreneurs and senior managers of government organizations were used with the stratified random sampling method and with the help of a questionnaire. The validity and reliability of the questionnaire were confirmed using content validity and the test-post-test method. The strategies identified by the interpretative structural method led to the formation of five levels, where political networking was the most effective and streamlining was the most impressionable factor.

Due to the growing use of Plug-in Electric vehicles in transportation networks, scheduling the charge/discharge of electric vehicles in parking lots can have great impacts on the distribution network's resiliency. This paper presents a Bi-level optimization model to improve the resiliency of the distribution network that takes into account the interaction between the distribution network islanding problem and the charge/discharge scheduling of electric vehicles in available parking lots. In the upper-level problem, regarding the electrical loads and managing the charge/discharge of electric vehicles in electrified parking lots, the island boundaries are determined with the aim of maximize the load restoration. By knowing the islands' boundaries and restored parking lots from the upper-level problem, the changes in destination parking lots and travels characteristics are determined in lower-level problem to minimize the shortest path between the out-of-service destinations and in-service parking lots. The proposed model has been implemented and validated through applying several concurrent faults to the 118-bus active distribution network in presence of electric vehicles in the 25-node traffic network. A combination of mathematical programming and the evolutionary algorithm is applied to reach the final solution. The case studies' results confirm the efficiency of the proposed model for improving the resiliency of distribution networks with managing the charge/discharge of electric vehicle fleets in restored parking lots.

One of the most important challenges of public administration is the coordination of various institutions in order to achieve national and provincial goals. Development policies require the synchronization of efforts and effective interaction between economic institutions in the provinces. The purpose of this study is to provide a framework for coordinating economic policies at the provincial level. The research method is qualitative and based on the method of grounded theory. Semi-structured interviews were used to collect data and data analysis was performed by Strauss and Corbin method and paradigm model. Sampling was done in a theoretical way using purposeful (judgmental) and snowball (chain) techniques, based on which 26 interviews were conducted with former and current deputy governors' economic affairs coordinators, and management and policy-making experts. The results of analyzing the data obtained from the interviews during the open, axial, and selective coding process led to the Providing a framework for coordinating economic policies at the provincial level based on grounded theory including 6 dimensions, 51 concepts, and 185 codes. By understanding and identifying the causal conditions of coordination of economic policies and institutions and improving the contextual conditions, the deputy governors of economic affairs of the governorates can adopt strategies such as persuasive power, council approvals, commitment to collective decisions, creating effective communication, political acuity, requiring feedback and continuous evaluation by considering the intervening conditions.

Behaviors can be unethical but in line with the interests of the organization. Unethical pro-organizational behavior is a creative deviant behavior that seeks to maximize the interests of the organization and stakeholders by evading the law and misleading the supervisory and upstream institutions. The external prestige of the organization is an indicator of the organization's quality and directs the behaviors of employees. The purpose of this study is to investigate the effect of the organization's external prestige on unethical pro-organizational behavior considering the moderation of ethical leadership.

THEORETICAL FRAMEWORK:

People tend to join organizations of having valuable social features. Based on this fact, organizations try to improve their external image and prestige with internal and external stakeholders. The image of the organization is mostly influenced by the external stakeholders, so their perceptions and opinion affect the understanding and evaluation of the internal stakeholders of the organization. Organizational prestige describes the employee's perception of how external institutions look at the organization. Organizational image is of great importance for many companies because today, their work and overall existence depend on their credit from the point of view of various shareholders. To maintain the social image and the prestige of the organization, the managers and employees of the organizations may resort to actions that are not appropriate from the point of view of ethics and logic, however, they bring success and pride to the organization. Such behavior is more precisely called positive deviant behavior or unethical behavior of the organization. The positive deviation is used as a practical strategy and is an intelligent search for change and creating solutions. Therefore, with such an approach to maintain a positive and powerful image of the organization, any action that is beneficial in this direction can be used. On the other hand, the atmosphere and leadership of the organization play an important role in using ethical or unethical strategies. Ethical leaders show good values with their words and actions. In such a case, measures are followed with more sensitivity and only technical issues will not be considered. In Iran's business environment, all public and private companies are under the influence of multiple stakeholders and various regulatory organizations, and sometimes they turn to unethical behaviors to maximize their interests.

The present research is an applied study in terms of purpose, and in terms of data collection, it is a descriptive-correlational study. The statistical population of the study was the managers and supervisors of companies under the Saipa Group. Using Cochran's formula, a sample size of 109 was selected by conducting stratified random sampling. A pre-made questionnaire was used to gather data after reaffirming reliability using Cronbach's alpha. The obtained data was analyzed in SPSS and Amos software.

According to the first hypothesis, the external prestige of the organization significantly affected unethical behaviors (beta = 0.84; t-value = 9.91). Regarding the second hypothesis of the research, the path coefficient was equal to 0.47 at the confidence level of 95 percent. Therefore, the organization's external prestige significantly affected unethical behaviors (t-value = 4.15).

 CONCLUSIONS & SUGGESTIONS:

The external prestige of the organization affects the future and the existence of the organization and causes the managers to exert different actions and behaviors to maintain and improve it. In other words, managers and employees work in line with the image of the organization they have created in the eyes of stakeholders and society. This may cause unethical actions and behaviors despite they are very beneficial. On the other hand, the leadership of the organization and its atmosphere can moderate these behaviors. The research results will help managers and employees to understand the importance of the organization's prestige and its leadership style. In this regard, researchers are recommended to investigate the moderating role of the organization's external prestige on the association of ethical leadership with organizational citizenship behavior, commitment, and identity.

One of the most important challenges for public administration is the coordination of economic policies at the national and provincial levels. Development policies require the synchronization of efforts and effective interaction between economic institutions in the provinces. Accordingly, the purpose of this study was to interpretive structural modeling the factors affecting the coordination of economic policies in the provinces. This research is one of the researched studies in terms of applied purpose and typology in terms of qualitative and quantitative approach in deductive-inductive paradigm. The factors affecting the coordination of economic policies were identified through semi-structured interviews based on theoretical saturation with 26 university professors and experts in the field of policy-making, public administration and former and current deputy coordinators of economic affairs in the provinces. The validity and reliability of the interviews were confirmed by the method of content validity and Kappa Cohen index, respectively. In the quantitative part, in order to model the coordination of economic policies, the opinions of 72 senior and middle managers of the governorates and economic institutions of the provinces were used by Convenience sampling method. The validity and reliability of the questionnaire were confirmed by content validity and test-post-test method, respectively. The coding of the interviews using Atlas ti software identified 13key factors in the coordination of economic policies in the provinces. Modeling the identified indicators by interpretive structural method and MICMAC analysis led to the formation of six levels that Coordination mechanisms, process re-engineering, comprehensive information system and systemic thinking were the most effective and counter-bias and prevention of sabotage were the most impressionable factors in coordinating economic policies in the provinces.

The purpose of this study is to investigate the impact of strategic human resources on the innovative performance of Imam Khomeini Port staff with the mediating role of political networking. The research method is applied in terms of purpose and descriptive-correlational in terms of data collection. The statistical population of this study was 950 employees of Imam Khomeini port (RA) that based on simple random sampling, 235 correct questionnaires were returned. SPSS and Smart-PLS software were used for data analysis. To measure research variables from Boon et al.'s questionnaire, 2018 ; Wang and Ahmed, 2004; Gain and Pierce, 1996 , whose reliability was confirmed by Cronbach's alpha. Strategic human resources, both directly and indirectly, have a significant impact on innovative performance through the mediation of political networking and the management of key organizational stakeholders by networking and coalition building. The results of research in the field of strategic human resources and political networking have brought innovations and help managers of organizations to understand the impact of strategic human resources on the innovative performance of employees through the mediation of political networking to lead to innovation and Provide creativity. Strategic. Human . Resources, Political . Networking, Innovative Performance, Imam Khomeini port.

The lack of precise criteria for promotion as well as ambiguous organizational goals have caused both the process of career path development and the outlined prospects achievement difficult. Nevertheless, managers, who have political acuity, achieve their goals by properly analyzing the organization, establishing strategic relationships, and managing key persons in the organization. The purpose of this study is to identify and explain the prerequisites and consequences of political acuity of state managers.

This study is applied in terms of purpose and descriptive survey regarding data collection. Furthermore, this study used qualitative-quantitative mixed approach in the deductive-inductive paradigm. The participants who were involved in the qualitative phase were 18 professors of management and political science selected via purposive sampling and the extracted data was analyzed using theme analysis. Besides, 29 middle managers from governmental organizations in West Azerbaijan Province were chosen to take part in the quantitative phase using a non-probability sampling method.

In the qualitative phase, the data obtained from the interviews were analyzed via theme analysis using ATLAS.ti software, and the quantitative phase of the research in addition to the final analysis were conducted using the Fuzzy Delphi Method. Using qualitative data obtained from exploratory interviews, the prerequisites and consequences of political managers were identified in the form of 24 factors, then by extracting these factors, they were ranked through quantitative research.

The results revealed that influence tactics learning, knowledge of way the system works, political knowledge and skill, foresight and analysis of the environment and atmosphere of the organization are the most important prerequisites of political acuity of government managers. Also, among the most important consequences of political acuity of government managers are job security, hierarchical promotion, formation of beneficial coalitions, and organizational acceptance.

Freedom is the most important concept in Kant's practical philosophy. Purpose of this paper is to examine relation between freedom and other concepts of Kant's practical philosophy with politics in general and desirable government in particular. We first provided a theoretical framework derived from phenomenology theory. We studied it in a descriptive-analytical method. In this theoretical framework, we can analyze how to prove the freedom of human will. The authority is base of Kant's practical philosophy and the two concepts of "duty" and "right" are determined by it. Duty in realm of inner freedom is object of ethic and right in realm of external freedom is object of private and public rights. By examining Kant's political thought a number of important results were obtained; first, when one's practice is ethically valid that be completely free and there is no other motive other than free will (principle of duty). Under these circumstances, individual’s perfection is possible. The characteristics of a Kant's desirable government that provide the conditions for individual’s perfection are: 1- Ending human beings 2- Individual freedom 3- Rule of law 4- Principle of separation of powers. Kant introduces the constitutional republic as the desirable state.

One of the most important ways to compensate for employee service in public and private companies is to apply a promotion policy from within and appoint people to higher positions and jobs in the organizational hierarchy. Some individual traits such as psychological Entitlement and the ability to communicate with powerful stakeholders have a significant impact on employee development. The aim of the present study is to investigate the effect of psychological Entitlement on the employee Promotability of the Leasing Industry and Mining Company with the mediating role of political networking. The present research method is applied in terms of purpose and descriptive correlation in terms of data collection. The statistical population of the study was 148 employees of the Leasing Industry and Mining Company, and based on random sampling, 107 of them were selected as the sample. SPSS and Smart-PLS software were used to analyze the data. The results of data analysis show that psychological Entitlement, both directly and indirectly, through the mediation of political networking has a significant effect on employee promotability. The results of research in the field of psychological Entitlement and political networking have brought innovations and help managers of companies and organizations in understanding the effectiveness of psychological Entitlement on employee promotion through the mediation of political networking.

The present study was a survey description based on the applied purpose and in terms of how to collect data. The statistical population of this study was the employees of West Azerbaijan Province Gas Company that based on stratified-random sampling and using Cochranchr('39')s formula, 105 people were selected as a sample. The data needed to analyze the relationships were collected using a questionnaire based on a five-point Likert scale whose validity was confirmed using the opinions of professors and experts and its reliability was confirmed by Cronbachchr('39')s alpha coefficient. Data analysis was performed using structural equation modeling with partial least squares approach using Smart PLS software. Findings showed that a Protein career path has a significant effect on human resource productivity both directly and indirectly through the mediation of human resources Ambidexterity. The research results in the field of diverse career paths and employee productivity will have innovations and will help managers of state-owned companies to understand the importance of diverse career paths and use it to improve individual productivity.

Value creation strategies from the management of tangible assets to knowledge-based strategies and intangible asset management are changing direction. In this regard, regulating an appropriate communication strategy and information amassed can affect the process of value creation. The aim of this study was to investigate the reflection of strategic communication in employee value creation with the mediating and moderating role of information capital and organizational intelligence. This study is applied based on the purpose and survey description in terms of how to collect data the statistical population of this study consists of employees of four companies affiliated the Iran Air Industries Organization, which were selected as a sample based on stratified-random sampling and using Cochranchr(chr('39')39chr('39'))s formula, 204 people. Strategic communication, both directly and indirectly, with the mediation of information capital, has a positive and significant effect on employee value creation. Organizational intelligence as a moderating variable also modulates the relationship between strategic communication and value creation. The results of the research in the field of value creation will be innovative and will help managers and employees in understanding the importance of strategic communication and managing intangible assets as stimuli for value creation.

In the event of a severe incident with a high impact and low probability of occurrence, distribution networks may be separated from upstream networks and several feeders may be disconnected simultaneously within the distribution networks. In such circumstances, to maximize the resilience of the distribution networks and to prevent long-term global outages, they are reconfigured and islanded to allow restoring the loads as much as possible. On the other hand, because of the increasing penetration of electric vehicles in todaychr('39')s advanced societies for environmental reasons and fossil fuel prices, charging and discharging management of plug-in electric vehicles (PEVs) into parking lots can have a significant impact on improving the resilience of distribution networks. Technically, electric vehicles can be connected to the electrical grid in two modes of charging or grid-to-vehicle (G2V) mode as an electrical load and discharging or vehicle-to-grid (V2G) mode as energy storage units. Therefore, this paper proposes a mixed integer linear stochastic programming model to improve the resilience of distribution networks equipped with distributed generation (DG) resources. The proposed model optimizes the distribution network reconfiguration with the aim of maximizing load restoration criteria by using optimal charging and discharging planning of PEVs in parking lots. In the proposed model, the master and slave DGs in each island and the charging and discharge planning of PEVs are optimally determined considering the movement of PEVs between parking lots and the formation and boundaries of the islands. To present a realistic model, the uncertainty of the generation capacity of renewable wind resources is also taken into account. The proposed model has been implemented and validated by applying several concurrent faults on a 118-bus distribution network in GAMS software. The results show the positive impact of PEVs parking lots on improving the resilience and increasing the load recovery of the distribution network.

The purpose of this study is to investigate the effect of proactive personality on the productivity of human resources in Imam Khomeini port with a mediating and moderating role, protein career path and political skills. Information is a descriptive correlation. The statistical population of this research is the employees of Imam Khomeini port. Based on simple random sampling, 162 correct questionnaires were returned and research data were analyzed using SPSS and Smart-PLS software. To measure the research variables, the proactive personality questionnaire of Jawahar and Liu (2016), Hersey and Goldsmith Productivity (1980), Briscoe and Hall (2006) protein career path, and the political skills of Fries et al (2005) were used. Proactive personality has a direct and significant effect on human resource productivity and also indirectly has a significant effect on human resource productivity through mediation of protein career path and adjustment of political skills. The results of research in the field of forward-looking personality and protein career path have brought innovations and help managers of organizations to understand the impact of forward-thinking personality on human resource productivity by mediating protein career path and adjusting political skills to cause Provide human resource efficiency. Proactive Personality, Human Resource Productivity, protein Career, Political Skills, Imam Khomeini Port

The very low cost of renewable energy resources and the increase of the greenhouse gas emissions and fuel cost have led to a simultaneous increase in utilizing the renewable energy resources (RESs) and electric vehicles (EVs). In this paper, a mixed-integer linear programming (MILP) model is proposed for the stochastic unit commitment problem with the aim of minimizing the operation cost and the emission in the presence of EVs and RESs. EVs with the capability of vehicle-to-grid (V2G) can operate as energy storage units in the smart grid and, if necessary, be connected to the network as generation resources. In this paper, an aggregator is responsible for coordinating the charging and discharging of EVs. The RESs uncertainties has complicated the management of electric vehicles and the unit commitment problem. Therefore, in this paper, Monte Carlo simulation method is used for modeling the uncertainties of the wind and solar power and the load demand. The simulation results show that the simultaneous utilization of the proposed MILP model and the probability distance method for reducing the number of scenarios, can minimize the operation cost of thermal units and pollutant emissions while reduces the solution time, significantly

Hierarchical promotion, organizational acceptance, and achieving reputation in Public organizations are becoming increasingly difficult due to structural barriers, process-oriented, ambiguous organizational goals, and the lack of proper metrics for Promotability. However, successful managers and those with special political savvy achieve their goals by using political networking and managing key stakeholders, accumulating communicational capital, and properly analyzing the political arena of the organization. The present study aims to design a model of political savvy of middle managers of the state.

The research method is qualitative and based on the method of grounded theory generation. Semi-structured interviews were used to collect data and data analysis was performed by Strauss and Corbin method and paradigm model. Sampling was done in a theoretical way using purposeful (judgmental) and snowball (chain) techniques, based on which 19 interviews were conducted with former and current middle managers of Public organizations.

The results of analyzing the data obtained from the interviews during the open, axial and selective coding process and using Maxqda 2018 software led to the creation of a political savvy model of middle managers of the state based on the method of grounded theory generation including 6 dimensions and 20 concepts.

By understanding and identifying causal conditions of political savvy such as political knowledge and skills and learning tactics of influence and improving the context conditions, middle managers of the state can devise strategies to achieve an acceptable level of political savvy by considering intervening conditions such as structural barriers and process-oriented.

The purpose of this study was to identify and level the factors affecting employees' emotional fatigue using interpretive structural modeling. This study is a descriptive-analytical study based on its purpose, application and is based on how to collect data. Factors affecting employees' emotional fatigue were identified by reviewing the background of studies related to emotional fatigue as well as confirmatory opinions of experts in the fields of human resources, psychology and organizational behavior. For this purpose, questionnaire was used distributed among 6 professors of medical universities and 7 senior managers of hospitals in Khorramabad and the data were collected. The validity of the questionnaire was confirmed using the Q-method and its reliability was confirmed using the test-post-test method. The results of data analysis using interpretive structural modeling were classified into the following: Fourteen factors: high workload, conflicting thoughts, failure in goals, anxious personality, motivation, frustration, pessimism, dissatisfaction, inefficiency Occupation, family problems, static work environment, feelings of futility, decentralization and frustration in the workplace at three levels of influencing factors, linking factors and affective factors. Finally, based on Mick Mac analysis, these fourteen factors were categorized based on influence and dependence.

Today, the concept of silence has not only been raised at the level of the organization, but can be explored at a broad level such as society. The objective of this study was to extract a model of silence strategy based on the teachings of Nahj al-Balagha. This study is classified as a development research in terms of purpose, and is qualitative in terms of data collection, and has been done through a content analysis method and the analysis of the text of Nahj al-Balagha. In the present study, 253 code tailored to the topic were identified using MAXQDA software, which resulted in the production of 11 organizing themes and finally summarized into 3 general themes, and its conceptual grid model was formed. Based on the precious words of Imam Ali (as), the components of silence can be categorized according to the organizing themes into three general themes of defensive silence, obedient silence, and altruistic silence for collective interests.

In today's competitive and dynamic environments, it is essential to provide the necessary conditions and preparations for implementing strategic changes that maintain the survival and sustainable productivity of organizations. Accordingly, this study has studied the role of strategic human resources in implementing strategic change in an organization. It has also examined the mediating role of Behavioural ambidexterity in this relationship.

The present research method is applied in terms of purpose and descriptive in terms of data collection. Its statistical population consists of 248 employees of Iran Industrial Plans Management Company. Based on simple random sampling, 146 correct questionnaires were returned. SPSS and Smart-PLS software were used to analyze the data.

Strategic human resources, both directly and indirectly (through the mediation of behavioral ambidexterity), have a significant effect on strategic change in the studied company.

Developing key human resource capabilities can enhance their ability and willingness to engage in participatory behavior and innovative performance, thus facilitating and accelerating the implementation of planned strategic changes in the organization.

Organizational development is a systematic process of planning, coordination, change, and transformation in organizations in accordance with their structure and strategies. The aim of this study is to investigate the effect of strategic communication power on the organizational development of state-owned companies in the Industrial Development and Renovation Organization of Iran with the mediating role of political networking. The present research method is applied in terms of purpose and is descriptive-correlational in terms of data collection. The statistical population of this study was 125 managers of senior companies of state-owned companies of the Industrial Development and Renovation Organization of Iran, and based on stratified random sampling, 94 of them were selected as the sample. SPSS and Smart-PLS software were used to analyze the data. To measure research variables from Lok & Crawford questionnaires, 2000; Zhin & piers, 1996) Zerfass & (Viertmann, 2017; used to confirm their reliability by Cronbach's alpha. The power of strategic communication both directly and indirectly through the mediation of political networking with the management of key internal and external stakeholders of the organization and the creation of coalition and political networking has a significant impact on organizational development. The results of research in the field of power of strategic communication and political networking have brought innovations and help managers of companies and organizations to understand the impact of strategic communication power on the development of organizations through political networking.