یعقوب مهارتی

Due to the existing competitive environment that makes the presence of talented human resources in organizations an inevitable necessity, organizations need to use human resource development strategies for organizational development. the effective approaches in the field of human resource development is coaching. the present research; With the aim of investigating the impact of coaching on employee performance with the intermediary role of reward and appreciation, commitment and learning of employees in Golestan Gas Company, it has been done. it is of applied type and in terms of method, it is descriptive-survey type of research. The population of this research; All the official employees of Golestan Gas Company are 184 people, and according to Kerchesi and Morgan's table, 124 were selected as a sample by simple random sampling method. A questionnaire was used to collect data, confirming its validity and reliability. structural equation modeling method and SPSS and Smart PLS software were used. The current research had nine hypotheses that the findings of this research show the relationship between coaching and reward and appreciation, coaching and commitment, coaching and employee learning; It is positive and meaningful. Also reward and appreciation and performance, commitment and performance and learning and performance of employees; They have a positive and meaningful relationship with each other., reward and appreciation, commitment and learning; They significantly mediate the relationship between coaching and employee performance, and their mediating role was confirmed.

As the competitive environment has rapidly grown over the past two decades and seriously overshadowed the activities of private enterprises, unsuccessful changes, especially in terms of instability and unsustainability of the achievements, have become a fundamental challenge for such organizations as private banks. The research conducted in this field indicates that planning, directing, and sustaining the organizational change results is very difficult, and pervasive changes affecting the main elements of the organization do not meet the expected goals. Some researchers suggested that organizations have difficulty sustaining continuous improvement in the long term, especially after an initial period of two or three years. As in most cases, employees do not internalize the new changes and behaviors as their norms and mental beliefs and do not use them as a basis for their subsequent behaviors. The results and achievements of changes may become unstable and fade after a short time, and a return to prior behaviors may occur in some cases. Thus, the organization incurs significant financial and opportunity costs that weaken its competitive position. This is true for Iranian private banks as they do not depend financially on the government and are in a fiercely competitive environment. Therefore, the main questions are as follows: what are the strategies to achieve sustainable change, and what are their consequences in Iranian private banks?

Different theories exist for organizational change, which can be used to support and guide research to find the roots and consequences of sustainable organizational change. Research on organizational change can be categorized into three types: 1) content models emphasizing the content and essence of change, 2) contingency models considering the context and environmental conditions, and 3) process models focusing on the stages of change. A review of different change models indicates that they focus only on the content, process, or implementation of change while not addressing the period after the implementation, including institutionalization and stabilization of change. Therefore, this research was conducted to bridge the existing gap and provide change managers and agents in Iranian private banks with a vision to understand deeply the strategies for sustaining organizational changes and their consequences.

The philosophical foundation of the present research performed in private banks was interpretivism with the qualitative approach, and the grounded theory strategy was used. In this research, the systematic approach of Strauss and Corbin was used. The samples were purposefully selected by conducting snowball sampling on managers and experts of the private banks of Iran who have experience working in at least one change program in the past ten years, provided that one year lasted since achieving the results. The organizational change experts and researchers who had significant experiences were interviewed with a semi-structured method. The sampling continued to reach data and theoretical saturation. The collected data were analyzed by open, axial, and selective coding processes using the MAXQDA 20 software. Lincoln and Guba's criteria (credibility, dependability, confirmability, and transferability) were used to validate the results.

The research findings demonstrated that sustainable change is characterized by two features: stackability of change, including internalization of the change and its adaptation and alignment with the organizational components, and spreadability of change, including the ability to transfer experiences to other employees and apply the organizational change. According to the research findings, the strategies needed to implement sustainable changes in Iranian private banks include 1) empowering employees through training and utilizing work teams, 2) empowering the organization by establishing a knowledge management system and motivational mechanisms, the mobilization of financial resources, the scrutiny, and explanation of the organization's strategic plan, leadership style, effective processes, and agile structure. The consequences of sustainable changes include 1) employees' growth and excellence due to their increased psychological and behavioral maturity, 2) improved efficiency to increase financial resources and reduce organizational costs, and 3) improved effectiveness to satisfy the strategic stakeholders and gain a competitive advantage. The research findings are noteworthy in that sustainable organizational change is considered a way to increase the productivity and prosperity of human resources in the organization.

This research demonstrated that a change is sustainable and is institutionalized when it is internalized in employees' beliefs and becomes a basis for their subsequent behaviors. This is realized by applying employee and organization empowerment strategies. Therefore, it is suggested that change managers and agents in the country's private banks consider the empowerment of employees seriously by applying influential and continuous training and expanding teamwork by using the strategies identified in this research, and the empowerment of the organization by using a knowledge management system, motivational mechanisms, providing financial resources, checking and explaining the organization's strategic plan, applying an appropriate leadership style, effective processes, and structural agility.

Governance in the higher education system is a necessity, and its success in our country for the production of science and knowledge depends on the university's adherence to principles and good governance; This means that the university must be accountable to society, people and civil institutions and rely on the participation of academics and students. For this purpose, one of the ways that higher education institutions can achieve these goals by resorting to is the formulation of the university's mission statement. The mission statement is the basis of strategic plans and development of models for continuous assessment of progress with the university.

Based on this, firstly, the assigned mission of each university has been determined with a qualitative method and through interviews and the study of electronic documents, in terms of their functional level as well as the topic of their activities, so that the university can adjust its vision and goals accordingly.

The results of this study show that by making the country's universities mission-oriented, the important indicators of good governance of higher education such as effectiveness and efficiency, justice, clarity of powers and duties, accountability, meritocracy, participation and independence will be realized.

The results show that in some cases, the environmental opportunistic indicators for the university were at a high level, which led to the improvement of the university's final integrated level of achievement and the level of its mission. which is not far from expected considering the compensation of the multi-criteria method used. This issue indicates that not paying attention to the external environmental conditions of any university can lead to an incomplete understanding of its position, and as a result, the allocation of resources will not have a favorable and optimal situation. In this study, for the first time, attention has been paid to the external environment of each university in evaluating its position.

Understanding the factors that cause the acceptance of a technology and creating the conditions under which the desired information technologies are accepted is one of the important researches in the field of information technology. The theory of planned behavior is one of the most important and famous theories of technology acceptance, so far more than 2000 valid articles have been written with the technology acceptance model, and there are more than 300 thousand references to Ajzen's theory of planned behavior (TPB) articles. The important thing that exists in the majority of related articles is that most of them use the relevant model without sufficient understanding of the dimensions, variables, methodology and even the reference article of TPB and the criticisms of this theory. In this article, first the theoretical foundations of theory of reasoned action (TRA) and the criticisms made to it, which led to the emergence of the TPB theory, and then the TPB theory of Ajzen and Fishben are discussed. Then, this theory was analyzed in detail with the method of content criticism and with the tool of collecting library studies and related articles and websites. The most researched in this research is about the intention and the relationship between intention and behavior, and the reasons for harming this relationship have been stated. Culture and the effect of new information and knowledge are other concepts that have been discussed in detail. Finally, there are suggestions for this theory and future researchers, as well as the challenges of criticizing the theory.

Examining leadership models in today's complex and uncertain conditions suggests that competitive and hierarchical based traditional leadership models do not meet the environmental challenges facing organizations and the need to pay attention to follower-based leadership styles is being felt. For this purpose, the present study was conducted with the aim of discovering the meaning and fundamental structure of self-sacrificial leadership. The case study includes the operational staff of the emergency organizations (firefighters and medical emergency staff) in Mashhad. Eighteen individuals were chosen in a purposive sampling method to reach the point of theoretical saturation. The present study employs a phenomenological research strategy and Semi-structured interviews were used to gather data. Four measures of validity, transferability, dependability, and confirmability were emphasized to ensure the qualitative rigor of the present study. MAXQDA qualitative analysis software was used to classify the qualitative findings of the study. Based on the results of this study, thirteen sub-components were classified into three components. The discovered components of self-sacrificial leadership from the participants' point of view are ignoring material and spiritual assets, ignoring sources of power and self-sacrifice. Finally, based on the obtained components, a description of the meaning and structure of self-sacrificial leadership was provided. From the point of view of the operational forces of rescue organizations, the meaning of self- sacrificial leadership is a management style in which the commander and the operational manager, by emphasizing their ideals, sacrifice material and spiritual assets and sources of power, and finally the level of sacrifice of interests reaches its peak with self-sacrifice.

The process of acceptance and dissemination of innovations has been studied for years by multiple researchers. One of the most popular theories of acceptance and dissemination of innovation has been presented by Rogers in the book "Diffusion of Innovations". Many studies from various fields such as political science, public health, communications, economics, management, technology, and education have used this theory as a research framework. Rogers' theory is defined as a widely used theoretical framework, especially in the field of technology and innovation diffusion in organizations. Therefore, given the widespread application of this theory, the aim of the present study is to describe Rogers' theory of innovation diffusion and to examine and critique it using a combined critique method, which analyzes and interprets the theory based on its content, methodology, and historical, personal, and professional characteristics of the theorist. In this research, the strengths and weaknesses of the theory in terms of content and methodology are discussed, and the influences of the intellectual, social, historical, and personal aspects of the theorist on the theory are examined, and the application of the theory of innovation diffusion and acceptance in organizations is explained. The critique of the methodology of the theory shows that innovation diffusion research needs to shift from highly structured and quantitative methods towards deeper, qualitative, and hypothesis-driven case studies of the innovation process within organizations. This theory has been updated and revised in various ways, which is one of its most important strengths. These updates and revisions have enriched and expanded the theory of innovation diffusion. However, one of the most important criticisms of this theory is that it often does not consider the role of infrastructures in the acceptance and dissemination of innovations, and lacks the necessary predictive power to determine which innovations will succeed and which will fail.

The objective of this research is to identify the dimensions and components of the internationalization of universities.

The method of the present research is a systematic review method. According to this technique, a detailed and in-depth review of the research literature on the issue of internationalization of universities has been done and finally the findings of related researches have been integrated and examined.

The findings of the research based on the final reviewed articles led to the extraction of 38 open codes for the total factors of university internationalization and 12 main codes including: human resources (staff/ faculty members), students, education and curriculum, research, International communication and cooperation, organizational structure, leadership and management, culturalize, infrastructures, budget and financial affairs, international strategy and effective environmental factors (external influencing factors).

Universities must work to establish an international reputation and win recognition on a global scale in order to achieve their overarching objectives and advance in today's competitive atmosphere. The phenomena of university internationalization has some aspects that are of double importance. These factors were recognized and studied in the current research as main codes, and their examples were provided to help illustrate the subject.

The Importance of addressing women's organizational silence It is important to emphasize that professional women working in the organization decide to remain silent and block the knowledge-sharing process. In order to extract the main components and influences on women's organizational silence, semi-structured interviews were used and in-depth interviews with 20 people including female university professors, group managers and specialists (male and female) in the university using purposive sampling method. In the present study, using the data foundation method, in the open coding stage, 6 pivotal categories, 30 concepts and 668 codes were extracted. Findings from this study show that the main reason for women's silence in the organization is "masculine structure" and "learned helplessness" by women.

Today, educational organizations, as a general social phenomenon, are considered an integral part of social life, and the emergence and expansion of these systems indicate the need and increasing importance of education in today's societies. On the other hand, social responsibility for universities, like other organizations, has become a matter of course, and university faculty members, who are the educational leaders of these organizations, have a great impact on social behavior at the community level. Therefore, ethical leadership is one of the factors affecting the individual responsibility of university faculty members. The purpose of this study was to identify the components of ethical educational leadership and to examine its impact on the social responsibility of the faculty members of the top five Iraqi public universities. Accordingly, this research is of mixed type and the statistical sample of its qualitative section was 20 professors and experts in the field of educational management in the top five Iraqi public universities, and the statistical sample of its quantitative section was 211 faculty members of these universities. In the qualitative part, Delphi technique was used and in the quantitative part, structural equation modeling was used as the analysis strategy. The Delphi panel experts' opinions reached 97 final indicators, which in the third iteration of the second round of Delphi ended with the components of "educational leadership skills", "moral literacy" and "educational design" for the structure of moral educational leadership. Quantitatively, these findings were validated and a valid measure was used to measure ethical .

Measuring operational alignment maturity, or in other words, business processes- information systems alignment maturity, has been important as a way to evaluate the success of operational alignment implementation. However, studies on alignment have been mainly focused on measuring strategic alignment maturity. Therefore, given the differences between strategic alignment and operational alignment, the results of these studies have not been very effective in measuring operational alignment maturity. That is why the present study aimed to provide a framework for measuring operational alignment maturity. To that end, ten dimensions of operational alignment were determined and then, confirmed by confirmatory factor analysis. Next, neural networks was used to assess the importance of each of these dimensions. Then, based on the position of each of these dimensions in the importance-performance analysis matrix and after examining the gap between the current and desired status of each dimension using the pairwise mean comparison test, the level of operational alignment maturity for each dimension was determined. As the results indicated, alignment of non-core business processes with management information systems (D7) at optimized level, alignment of core business processes with management information system (D4) at improved and managed levels, as well as alignment of management processes with knowledge-based information systems (D2), alignment of core business processes with strategic information systems (D3) and alignment of non-core business processes with knowledge-based information systems (D8), all three at establised and focused levels, were identified. Moreover, the alignment of management processes with strategic information systems (D1), the alignment of core business processes with knowledge-based information systems (D5), the alignment of core business processes with operational information systems (D6), all three at commited level, as well as alignment of support processes with operational information systems (D9) and alignment of support processes with knowledge-based information systems (D10), both at initial and ad hoc levels, were determined.

Theory analysis and critique is the first step in a thorough and in-depth understanding of the theory and the entry into the theorizing in a particular field. This study aims to emphasize the extension of criticism culture in the organization and management literature. In this article, Bryson's strategic planning theory select for the critic as a sample of theory criticism. Since Bryson's strategic planning model is one of the most well-known studies in the field of strategic planning in the world and a large number of research and practices have used this model. This study used a combined criticism method to analyze and critic this theory, based on content, methodology, historical point of view, and also the personal and professional life of the theorist. The results discuss the strengths and weaknesses of the theory, especially in terms of content and methodology, and explain the impact of the theoretical, intellectual, social, and historical context of the theory and discuss the application of the theory in Iranian organizations.

Small and medium-sized companies are a primary source for creating jobs and economic growth in developing countries, which cause economic diversification and the development of the private sector in these countries. According to the statistics of the European Economic Cooperation and Development Organization, small and medium enterprises comprise more than 95% of the business in the member countries of this organization. The share of these companies in the employment of member countries of the European Economic Cooperation and Development Organization is around 60 to 70 percent. In advanced countries such as Japan and Germany, the share of small and medium enterprises in the GDP is more than 50%, and in developing countries such as Thailand, it is 38%. In Iran, 94% of economic enterprises are small and medium type, and their share in GDP is 39%. 27683 (82%) of the 34252 operational industrial units in Iran's industrial states are active, including 9726 units with a capacity of less than 50%, 9597 units with a capacity between 50% and 70%, and 8360 units with a capacity of more than 70%. They have a percentage of activity.

 THEORETICAL FRAMEWORK:

Cameron and Quinn pay attention to the ethnic culture in the degree of intimacy between family members in the work environment. Ethnic culture is characterized by loyalty, ethics, commitment, traditionality, cooperation, teamwork, participation, awareness and personal development. Adhocracy culture is a dynamic, entrepreneurial, innovative and creative structure in the work environment. This culture focuses on the development of new products and services, adaptability, growth, Change, productivity, efficiency and experientialism are emphasized. Market culture is considered as a result-oriented culture in the workplace with an emphasis on winning, surpassing the competition, insisting on stock prices and market relations. The formality and structuring of positions and procedures, well-defined processes and smooth-moving organizations are often considered as the main characteristics of hierarchical culture.

The questionnaire’s face validity was established through evaluating the opinions of management professors and SMEs’ managers, and confirmatory factor analysis confirmed its construct validity. The Cronbach’s alphas of greater than 0.70 also confirmed the questionnaire’s reliability. Data gathered from the managers of SMEs was analyzed by conducting structural equation modeling.

Examining the effect of four types of culture on performance also showed that the effect of group culture is insignificant and the effect of three types of adhocracies, hierarchy and market culture on performance is significant, although the effect of hierarchy culture on performance is negative and the effect of adhocracy and market culture is positive. The result of the non-significant effect of ethnic culture on performance is inconsistent with the research results of prior researches. The results of their research indicate a positive and significant effect of group culture on performance.

 CONCLUSIONS & SUGGESTIONS:

Considering that the results of this research show that different types of corporate culture have an effect on the tendency to entrepreneurship and performance, therefore managers who want to increase this tendency should evaluate their organizational culture and adapt them accordingly. It is the responsibility of senior management to disseminate, promote, maintain or change organizational culture.

The philosophy of this interpretive research is qualitative approach and the strategy used is the methodology of the Grounded theory with Glaserian or emergent approach.The statistical population of this study was experts in social entrepreneurship and the founders of social enterprises, who were selected through theoretical sampling of 19 people as a sample until the theoretical saturation and an in-depth interview was conducted with them. The research tool was a semi-structured interview. Four criteria of trustworthiness, transformability, dependability and confirmability were used to evaluate the strength of the research. In order to analyze the data in this study; the MAXQDA (Version 10) software package was used, and open, selective, and theoretical coding processes were performed. After the analysis is done during the coding process and continuous comparison, the codes with Preliminary data; 34 Concepts were extracted.In this model, the causes (needs, problems, challenges, social and environmental crises; the existence of social opportunities); Correlated factors or covariances (individual and social motivations; prosocial factors; individual entrepreneurial knowledge; educational background, previous knowledge and experience; family factors; personality dimensions; role patterns); contingencies or moderating factors (entrepreneurial organizational skills; capital infrastructure; different types of organization; convergence of support institutions; team and networking; having a business model; training and research centers; mentors and growth centers; solving the problems of entrepreneurs social); mediating conditions or variables (legitimacy of social entrepreneurship; stability and comprehensiveness; attractiveness of social entrepreneurship activities); consequences (creation of spiritual values; creation of social values ​​and creation of economic values); The context or environment (socio-cultural factors; political factors; economic factors; laws and policies; media) were identified around the central category of "social value creation process" and finally based on the research findings, the indigenous social entrepreneurship model of Iran was formed.

The main purpose of this research, was a comparative study on the content of strategic programs developed by universities in Iran. Asian countries and the Islamic world.  

The research was done by means of content analysis method with a qualitative approach.  The statistical population of the research consisted of the strategic programs of  6 Iranian Comprehensive Universities, 6 Asian Universities and 5 top universities of the Islam world that were selected by biased and purposive sampling. In the selection of universities, Shanghai ranking systems, Times, QS, Logging and the ISC global ranking system were used.   For coding and code analysis, Mayring’s approach, MaxQda software 18 & 20 were used to draw concepts associated with the components of the documents as well as the determination of the abundance of codes.  

The results revealed the existence of some differences between elements, concepts and methodology of various strategic plans of different universities. Iranian universities seem to focus more on different components of strategic programs; As an example, in the field of methodology, only addressing methodology  can be seen in strategic programs of Iranian universities

According to the research findings, although various concepts have been raised in strategic plans of universities, paying attention to social responsibility is very important for them.

There is a widespread global focus on social entrepreneurship. However, social entrepreneurship theory is still in the conceptualization stage and at the heart of it is the concept of the recognition of opportunity.The main objective of this study is identifying the factors affecting the recognition of social opportunities for the creation of social value in Iran. The present study is based on the qualitative approach and its strategy is glaserian grounded theory. The statistical society of this study was social entrepreneurship experts and social company founders, who were selected by snowball sampling; 19 were selected as the sample for theoretical saturation and interviewed with them. In the analysis of data in this study, the software package MAXQDA version 10 has been used. Their results of analysis of interviews and coding in two stages of actual coding and the theoretical coding of this indigenous research showed that the four main categories are " motivational factors"; " Knowledge and entrepreneurial capabilities";"personality characteristics of  the social entrepreneur" and "environmental factors" in identifying social opportunities around the" social value creation process " of Iran; The results of this study can address some of the cognitive gaps of social entrepreneurship in Iran and help potential entrepreneurs in identifying opportunities.

Hofstede culture’s consequences study is the one of popular and valuable research about national culture and many research used it as their theoretical frameworks. Most researchers know Hofstede due to his studies about national culture. Hofstede's studies about culture have many contribution in the national culture area. Most research use his studies without considering its weakness and limitations. In other words, each theory is related to specific contexts or may have limitations. Researchers should be aware about such limitations then use theories. In this paper, we aim to do a review on Hofstede culture’s consequences study by using available literature. Firstly, we introduce Hofstede studies on national culture and compare it with Globe research. Secondly, we present limitation of Hofstede study by using literature. Our study shows that Hofsted study is being criticized for overlooking different dimensions of culture, generalization, etc. This paper is suitable for people who want know about Hofstede culture’s consequences study an going to use it.

 The concept of "fanaticism in the organization" is one of the concepts that has been considered less in the management literature. Fanaticism in the organization is a form of Organization members that works beyond the usual standards, routine tasks, and with more than usual ability to meet organizational goals. Fanaticism in an organization as an attitude can play an important role in maximizing organizational productivity. Researches carried out with this concept are often conducted with a negative view. From a positive point of view, fanaticism in the organization can be a sign of the high commitment of members to the organization, work group, job and organization. In this research, by exploring the views of industry experts and experts, we have studied the causes of fanaticism formation in the organization with a positive view. In this regard, the methodology of the data theory approach has been used with the apparent approach. The research community in this study was the employees working in industries of Khorasan Razavi province. Based on the theoretical sampling method in the data theory, 17 theoretical Saturation was obtained. In this research, after analyzes made during the coding process and the continuous comparison, 46 codes or initial data and 5 concepts were plotted. The result of the codes, concepts, and categories derived from the emergence of the final model of research, led to the fanaticism of the organization.

When globalization and economic freedom have become widespread, employees are becoming a competitive advantage in organizations. Dynamic characteristics of the competition market have made organizations more aware of the need to adapt to their strategy, structure, processes and culture. Based on evaluations carried out on a number of organizations with high productivity, various factors were considered for the reasons for the success of these organizations. In fact, the main question is, what is the main reason for the success of these organizations?. One of the important factors that can cause people to take unconventional actions is fanaticism; fanaticism as an out-of-moderation behavior can be in the form of a curtain on the wisdom and personality of a person and put a picture opposing reality to the person. In fact, after conducting the investigations, one of the important factors in the success of organizations was the identification of the humanistic fanaticism of the organization. Fanaticism can sometimes be realized in relation to the tribe, country, race, religion, and sometimes to culture, language, opinion, or sometimes to a job, post and organization. The fanatics of the organization are far from the standard criteria and standard tasks assigned to the organization to take any action to achieve organizational goals. The term "prejudice" in the different cultures may have both a negative meaning and a positive meaning.

In this research, the Khorasan Razavi Industries of the community studied. According to the opinions of the experts, the organizations that rank in the organizational rank, usually have more fanatics. Also, according to the research goal, among the employees working in the Khorasan Razavi Industries, individuals selected as managers who are not members of the supervisory board of the organization and have academic education, have a high degree of organization in relation to the duration of the organization. And in terms of affiliation and belonging to the organization, have a good reputation in the organization.

The present research is orientated in fundamental research and the paradigm governing this research is Interpretivism. In this research, the strategy of data theory has been used with emerging approach. In this study, MAXQDA software was used to analyze the data.

In this research, 46 codes and 5 related concepts were obtained. Based on interviewees' opinion, the causes of fanaticism in the organization are presented as five factors. In fact, in this research, fanaticism in an organization is affected by five factors; 1-The program-oriented activities of the organization. Organizations that consider programming as the first principle of the organization's existence and focus their activities on the basis of pre-designed programs not only clarify the future of the organization's way, but also provide a clear and transparent way for members of the organization. As programmatic can lead to fanatical behaviors in the organization, the confusion and lack of transparency in the future direction can lead to a lack of fanaticism in the organization.2-Humanity is against the needs of employees. As the behavior of family members is emotional and sincere, the relationships of individuals and managers in the organization should be the same. If the attention of the organization passes through the material needs of the employees and addresses the needs of immaterial, one can expect that the members of the organization react to this concern of the organization and become fanatical towards the organization.3-Purposeful employment. If the organization can use the best people to best fit their organizational goals and programs, they can be expected to become fanatical with the organization.4-Training-centered and continuous employee empowerment. Organizations can achieve the fanaticism of the organization through training-centered and continuous employee empowerment.5-Leadership in the organization. The effectiveness of some aspects of leadership is conditional on the fairness of the leaders' performance, and as a result, justice concerns directly or indirectly influence the leadership's response.

The central issue in this research is "fanaticism in the organization". The research findings show that organizations often make false attempts (consciously or unknowingly) to create fanaticism in the organization, but none of these organizations have a specific pattern and program to create fanaticism in the organization. The five factors derived from the results of this study show that the existence of these factors can be unified by creating behavioral fanaticism in the organization. Among other things, the importance of planning in the organization and the formulation of organizational values ​​is not only necessary during the development phase but also at the implementation stage. Unfortunately, most organizations are focusing on codified plans and organizational values ​​until the compilation phase and play a minor role in its implementation. The second factor is humanity against the needs of employees. Paying attention to the basic needs of the members of the organization cannot help the organization to achieve fanaticism. Members of the organization need more than basic needs to become fanatical workers. The third factor is the importance of recruiting and recruiting organization forces. Although definition of recruitment and recruitment may appear as a simple process, it is not easy to achieve an effective achievement. The fourth factor is training-based organization. Empowering is the easiest way to share other people in power. In this way, sense of trust, dual energy, pride, commitment and self-reliance are created in the people, and participation in organizational affairs increases, and ultimately, it can lead to the appearance of behavioral prejudices in the organization. Eventually, the last factor is leadership in the organization. Managers of the organization as leaders and leaders and the pattern of other members of the organization play a very important role in the behavior of fanaticism in the organization. Moralism, justice, the creation of a supportive atmosphere in the organization, and the creation of a sense of trust and honesty in the behavior of top executives can organize the organization's promise of a secure organization.

Faced with fierce competition, market pressure, and the need to adapt to environmental changes, organizations cannot limit domains of their activities to specific sectors, and they are needed to make transformative decisions, including setting up new businesses, acquisition of other companies, and diversifying their activities.Increasing changes and changes in the scientific, economic and social spheres are one of the main features of the present era. Entrepreneurship and innovation is a must and need for many companies today in a competitive environment that seeks to survive and be effective. Therefore, many companies are desperately looking for innovative and entrepreneurial approaches to improve their results and performance in the areas of products, services and processes. Corporate entrepreneurial approach is the development of new ideas, methods, processes and opportunities within pre-established organizations (Hodge,2008).Considering the components of corporate entrepreneurship in running a business increases the competitiveness of companies and gains market success and ultimately enhances the financial performance of companies.The purpose of this study is to identify the effective factors on corporate entrepreneurship in the international literature and finally to use the knowledge of indigenous components of corporate entrepreneurship and extract them after extraction. Components, examines the impact of native components on the financial performance of selected companies.
 
Theoretical Framework
One of the effective measures can be taken by companies to stabilize markets and create competitive edge is to employ corporate entrepreneurship tools. Using this approach, companies are creating and utilizing entrepreneurial traits in order to transform. Studies show that utilizing such methods improves corporate performance and makes value for shareholders and other stakeholders.Since the 1980s, as emerging economies have made remarkable advances in industrial production and export, manufacturers and industrialists have faced emerging and powerful competitors in the marketplace. This confrontation has led many large corporations to risk losing their traditional markets and customers. Knowledge products and competitive pricing on the one hand, and the rapid pace of technology change on the other hand, increased the pressure for businesses to compete.

Corporate Entrepreneurship:

Entrepreneurship is a mechanism for economists that provides optimal allocation of resources using the opportunities at stake (Caliendo & Kritikos, 2012). Calisto & Sarkar (2017) have considered corporate entrepreneurship components including innovation and risk-taking to achieve different degrees of entrepreneurial behavior and thus different levels of organizational innovation and performance.In analyzing the impact of corporate entrepreneurship on the financial performance of manufacturing firms, Octan and Bulut (2008) have considered the impact of corporate entrepreneurship components including innovation, risk-taking, pioneering and aggressive competition on the financial performance.Zahra (1993) studied the relationship between firm environment and corporate entrepreneurship including: innovation, organizational restructuring, and new business creation with financial performance. The study also showed that corporate entrepreneurship has a positive and significant effect on financial performance.Miller (1983, 2011) examines the important determinants of corporate entrepreneurship. According to the results, the impact of different factors on corporate entrepreneurship depends on the type of firm.Financial performance A wide range of indicators are used to evaluate corporate financial performance. In for-profit businesses, maximizing equity dividends is the primary goal of companies. To evaluate the success of this objective, the asset return index is used as the primary indicator.
 

To achieve this goal, reviewing current literature in corporate entrepreneurship, we, first, try to identify the components of corporate entrepreneurship. Then, the identified components were reviewed by elites to screen exotic components out. In the third step, juxtaposing performance of the selected companies, we compare the entrepreneurial rank and financial performance of the companies.

Our findings highlight that, in line with international research papers, there is a significant relationship between the entrepreneurship rank of companies and their financial performance.Creativity and innovationIn order for these features to flourish, managers must devote considerable resources to this area. Another notable case in this section is the importance of selecting managers based on their creativity and innovation characteristics.Risk-taking Companies and managers must carefully study the characteristics of their risk-taking in recruiting individuals, and look at their family, environmental, social, and professional backgrounds using human resources. Competition Companies must adopt groundbreaking behaviors in order to improve their competitive position compared to other companies, and this approach is due to formulating a strategic competitive plan and targeting all corporate actions to achieve this goal.

Conclusion and suggestions:

According to the results, some suggestions are put forward to make more use of the research results in the business environment of the companies under study.The need for self-renewal and adaptation requires that the capabilities and resources of the company change from time to time, so the strategic plan of the corporation should include specific objectives in order to adapt to the environment.In the case of strategic restructuring, corporate executives should be committed to providing favorable conditions to create strategic restructuring and to encourage employees to take this path.Given the competitive economic environment, proper planning to achieve competitive advantage and seek new opportunities is one of the most important tasks for corporate executives.

Strategic variables:

Having a proper roadmap is definitely one of the key factors in the success of companies. In the face of ever-increasing economic competition, a comprehensive and dynamic strategic plan is crucial, taking into account market and competitor aspects and the type of product and service provided by companies. Therefore, corporate boards should formulate, review, and approve strategic plans that are appropriate to corporate goals and seek to control CEOs to fully implement these plans.Studies show that organizational structure is the most appropriate tool for creating entrepreneurship in organizations. An overview of the evolution of organizational structure shows that traditional organizational structures are not capable of nurturing creative and innovative individuals.Given the very high importance of corporate culture in corporate entrepreneurship implementation, boards of directors and CEOs need to spend time and money on reforming corporate culture patterns and gradually reforming and implementing entrepreneurial culture in the company.

Today, government agencies, including universities, are confronted with problems for entrepreneurship. But these organizations have a special potential for entrepreneurship that can be achieved by providing the necessary fields for optimal results in this field. To provide these areas, fundamental changes in the structure of these organizations seem necessary. Therefore, the present research aims to investigate the determinant of dimensions of organizational structure on readiness of Universities to become the University with the entrepreneurial Features in the manager of Ferdowsi University of Mashhad. According to Morgan table, 114 sample were randomly selected. Face validity were examined with point of view of a number of professors in the Department of Management of Ferdowsi University and construct validity were examined through factor analysis and Cronbach' s alpha coefficient was used to measure reliability. Data analysis was performed using SPSS software. The results showed that In terms of managers all dimension of structure of organization are determinant factors effecting on the readiness of Ferdowsi University of Mashhad to become the University with the entrepreneurial Features In addition, it was shown that among the dimensions of organizational structure, Formalism is the highest determinant factors effecting on the readiness of Ferdowsi University of Mashhad to become the University with the entre preneurial Features.

The aim of present study was to examin the mediating role of work engagement in the relationship between nurses' goal orientation and self-perceived employability with performance. The statistical population of this research was the nurses of Farabi and Hefdah-e-Shahrivar Hospitals, which were 264 people. Sampling method was simple random sampling and sample size was determined 154 using Morgan table. In order to analyze the data, the information were first extracted from the questionnaire and then analyzed by SPSS19 and SMART PLS software. The findings of this research indicated that there was not a positive significant relationship between nurses' goal orientation and work engagement, while among its three dimensions that consist of learning goal orientation, performance prove goal orientation and performance avoid goal orientation, the learning goal orientation had a positive significant effect on work engagement. Also, the results showed that nurses' goal orientation had a positive significant effect on their performance. The nurses' self-perceived employability did not have a positive significant effect on performance, while the effect of nurses' self-perceived employability on their work engagement was positive and significant. In this research, nurses' work engagement was proved to have a positive and significant effect on their performance.

Today, nursing is one of the most important and vital jobs in every society, because nursing has a direct and undeniable impact on the well-being and public health of the community. One of the challenges facing the healthcare system and managers is the alarming trend of nurses' turnover intention. One of the factors that can play in the nurses' intention to leave is the fitness of nurses and their work environment. Therefore, the purpose of this study was to investigate the effect of person-organization fit on turnover intention, with the mediating role of person-group fit among nurses to public specialty hospitals in Mashhad. The research method is applied in terms of purpose and the data collection method is descriptive-correlational. The statistical analysis using SPSS 18 and AMOS Soft wares includes frequency and statistical charts, the inferential statistics, factor analysis and structural equations. The sample selected using stratified random sampling was 1467 nurses working in Mashhad public specialty hospitals. The size of sample using Cochran formula was 305 people. The questionnaire with the reliability coefficient using Cronbach's alpha of 0/89 distributed among nurses to collect data. The results showed that the effect of person-organization fit on person-group fit was positive and significant and the effect of person-organization fit and person-group fit on turnover intention nurses was negative and significant. The findings also showed that person-organization fit by person-group fit has a significant negative effect on the nurses' turnover intention in Mashhad public hospitals. According to the findings of this study, we conclude that employing and retaining nurses who are consistent with their beliefs, goals, and values, and are consistent with the healthcare system's vision, goals, principles, and values, reduce nurses' intention to voluntary leave and increase retention and  has resulted increase patient satisfaction and improve quality of health care delivery to people in public specialty hospitals in Mashhad and has a very important impact on promoting health and well-being in the whole community.

the main objective of this study is to examine the effect of individual initiative and skill variety on creativity, with the moderating role of knowledge specificity and creative resource. this study is an applied and servey research. For this purpose, 220 staffs of bojnordmunicipal, according to the morgan table and based on random sampling were selected as case study. A questionnaire was used to collect data that its content validity assessted by the expert and its construct validity by the Confirmatory Factor Analysis. its reliability confirmed by the Cronbach's alpha. The analysis method used in this study is based on structural equation model and amos 16 software. Findings: in relation between individual initiative and skill variety with creativity, regression and p-value are 0.45 , 0.18, 3.260 and 2.014 confimed a significant positive correlation between these two variables with creativity. Results of analysis moderating didn’t confirmed the moderating role of creative resources in affecting of individual initiative on creativity and the moderating role of knowledge specificity in relationship between skill variety and creativity. But In relation between individual and creativity, creative resource (=0.387) and in realation between skill variety and creativity, knowledge specification (=-0.288) have had moderating roles. the results show that individual initiative and skill variety positively affect creativity and high knowledge specificity complement the deficiency of the high skill variety, while abundant creative resources strengthen the effect of high initiative in performing creativity.

Cognitive biases and irrational behavior may be derived from collectively beliefs and values or dominant society culture. The incidence of such behavior could cause inefficiencies of capital markets, especially by investors and in decision-making process, in the stock market. In this regard, the present study, Future Oriented and Uncertainty Avoidance as the two dimensions of national culture were selected based on previous studies. Cognitive Biases in the form of five components,Overconfidence, Self-Attribution, Recenc, Ambiguity Aversion & Conservatism as a mediator variable and irrational behavior includes four dimensions, Herd Behavior, Gamblers, Law of Small Numbers & Home Bias, as a dependent variable were determined. The study sample included 424 individual investors from the stock exchange.To collecting data; Likert 5-point scale was used. Reliability and validity was confirmed respectively through Cronbach's alpha coefficient, content and construct validity using confirmatory factor analysis.In order to model fitting and testing the hypotheses, SPSS18 and Amos was used. The results show that the dimension of Future Oriented have a significant relationship with cognitive biases (significance coefficient 2.126) and irrational behaviors (3.448) while dimension of Uncertainty Avoidance was not significantly correlated with cognitive biases (-0.87) and irrational behaviors (through the mediation of cognitive biases significance coefficient 2.127).

Capital market plays an important role in the economy, by transferring the cash fellow of people who cannot use their money at capital market. Therefore, a good performance of these markets could be a key factor in economic growth, so economic development will be achieved if capital markets work efficiently. On the other hand, due to irrational decisions of investors in the capital market, systematic errors may occur that causes inefficiencies in the market. This paper is aimed at identifying the main biases investors undertake in the capital market. Searching the major internal and external databases (for a period of 2016-1980), we reviewed 64 articles that have used the same statistical analysis about the biases investors undertake in capital markets. Using the CMA2 software, we found that the most significant cognitive biases are: overconfidence, self-reliance and adjustments, representation, self-attribution, conservatism, uncertainty avoiding, mental accounting, current events, shaping, work status, self-control, and emotional biases are : optimism, loss aversion and regret aversion.