دکتر مهدی ابراهیمی نژاد رفسنجانی

Considering that our country is in the area of incident and many of the issues that need to be addressed regarding safety issues in order to reduce the damage caused by natural disasters, the present study was aimed at investigating the impact of the prevention culture on the reduction of damage From the natural disasters, Kerman Red Crescent staff members' views were taken. The current research is in terms of applied purpose and its nature is a descriptive survey that was carried out using a questionnaire in the form of 4 criteria and 26 questions with a sample size of 108 people. A stratified random sampling method was used and the reliability was based on Cronbach's alpha of 0.885. Inferential analysis of the questionnaire was done using regression test in SPSS software. The results showed that the prevention culture has a significant effect on reducing the damage caused by natural disasters. Also, security and prevention, good leadership, accountability, and learning and education have a significant impact on reducing the damage caused by natural disasters.

This study aimed to use process mining to address the issue of anti-meritocracy in the public sector and develop a conceptual model that highlights the importance of utilizing the skills and talents of the elite. The study began by conducting interviews with 17 experts in the field, which led to the identification of 302 initial themes through open coding. From these themes, 16 categories were extracted and grouped into causal conditions (including individual components like Machiavellianism, group components like unhealthy competition, and organizational components such as the possibility of power shifts within the organization), strategies (such as excluding the elite from the public sphere), background conditions (including personal attributes like narcissism and behavioral traits like unhealthy competition), and intervening conditions (such as inappropriate organizational structures). The central category identified was the tendency towards anti-meritocracy, with consequences including the non-acceptance of elite forces. The research findings highlight the importance of utilizing the expertise of the elite in decision-making processes, as failure to do so can hinder the public sector’s strengths and turn opportunities into threats.

Statement of the problem:

The increasing importance of human resource initiatives and the recognition of the value of elite individuals have led many organizations to seek effective solutions by employing their talents. This trend has been particularly evident in elite development organizations within the government sector. The significance of employee talent and the pursuit of enhancing their knowledge and skills have become a global issue, with organizations striving to promote a culture of organizational talent management within their communities (Guth et al., 2012). Managing elite human resources effectively is crucial for improving organizational performance, as recognizing and leveraging their latent talents is a prerequisite for growth and prosperity. This is especially important for managers and leaders of government organizations, which are subject to greater scientific scrutiny due to their dynamic nature. As the public sector becomes more complex, capable leaders are increasingly in demand (Sejeli & Abu Mansor, 2015). In this line, the present study aimed to address the primary question of what the process of anti-meritocracy in the public sector entails. Sub-questions explored various aspects of anti-meritocracy, including its main categories, causal conditions, background conditions, intervening conditions, strategies of action and interaction, and consequences. The primary purpose of this research was to conduct a process mining analysis of anti-meritocracy in the public sector. Specific objectives included identifying the main categories of anti-meritocracy in the public sector, investigating its causal, background, and intervening conditions, examining strategies of action and interaction, and comprehending its consequences.

The study used grounded theory as the research strategy. This systematic and qualitative approach is used to create a comprehensive theory that explains a wide-scale process, action, or interaction concerning a given topic. Therefore, grounded theory was deemed a suitable approach to investigate the process of anti-meritocracy in the public sector.

Suggestions:

Public sector human resources departments should develop and implement elite recruitment strategies based on internal and external environmental factors. Research results should be communicated to organizational leaders to keep them informed of the status of elite recruitment and enable them to maintain and improve their strengths, reduce weaknesses, take advantage of opportunities, and minimize losses caused by threats. The dimensions and components of the evaluation of the public sector environment to attract the elite should be communicated to organizations to monitor their situation at specific times.Comprehensive programs should be formulated to create active and dynamic environments for human resources, providing the ground for the development of creativity and innovation for the elite in order to retain them. Intellectual property laws should be adopted and regulations should be approved to increase the motivation of elite individuals and prevent them from leaving the public sector. Protecting the rights of intellectual property is considered one of the inalienable rights of the elite and effective laws that can help motivate them. Using the meritocracy and succession can help to utilize the abilities and talents of the elite, avoid politicization, and prevent them from leaving the public sector. This can also increase their motivation to serve in the public sector.The experts suggested several ways to combat anti-meritocracy in the public sector. One approach is to create more opportunities for talented individuals and ensure that rules and regulations are properly implemented. Additionally, establishing a performance evaluation system with executive guarantees can help promote a merit-based culture. It is also important to rely on individuals who are part of the elite group, believe in the value of meritocracy, and are willing to trust the elite to address the country’s challenges. To further promote meritocracy, it is crucial to train individuals committed to eliminating anti-meritocracy. This can involve avoiding appointing individuals who are jealous, as the elite typically have high occupational expectations.

The purpose of this study is to identify the variables of crisis management and strategy implementation in order to develop a model for implementing earthquake crisis management strategy in Bahabad city as a high risk area. The type of research is applied and its method descriptive-analytical. The statistical population in the quantitative phase includes 53 people according to the Crisis Management Law of the country approved by the Islamic Consultative Assembly on 2019 and the sample size of 47 people has been calculated based on Morgan table. The research tool is a researcher-made questionnaire that Cronbach's alpha coefficient with 0/803 expresses the desired reliability of the questionnaire. Inferential statistics (correlation coefficient, regression coefficient, multivariate analysis of variance) have been used to analyze quantitative data and data-foundation method in qualitative data. Findings show that the proposed model of strategy implementation with a focus on the components of instrumentation - streamlining and institution building follows the effective implementation of strategies in crisis management. This model, in the pre-crisis phase, it emphasizes instrumentation in order to promote resilience. In times of crisis, it also pays attention to prioritizing actions with streamlining. In the aftermath of the crisis, it also emphasizes institutionalization for accurate assessment of damage and, most importantly, the use of support institutions to rebuild, rehabilitate and reform structures. Accordingly, in the proposed model, the implementation of the crisis management strategy, while emphasizing the institutionalization of the extent of harms by using support institutions - emphasis on the media institution and, most importantly, the use of performance monitoring institutions is carefully evaluated.

 The main purpose of this study is to identify the dimensions and components of employee voice in the central headquarters of the Agricultural Bank and its branches in Tehran. This is a qualitative research and in terms of purpose, it is in the category of applied researches, in terms of method, it is in the category of descriptive research, and in terms of data collection and summarization, it is in the category of content analysis. For this action, in the first step, specialized texts of employee voice, including domestic and foreign articles, books, and valid publications were studied, and in the next step, the dimensions of employee voice were identified by conducting interviews with experts of Agricultural Bank. In this study, 16 experts of the target population including managers, presidents and experts of headquarters and branches of the bank in the field of management were present who were identified by Snowball sampling method and interviewed by semi structured in-depth interview method. As a result, 30 summarized themes of interviews and 8 components in the form of 4 dimensions were identified for employee voice including useful voice (With the intention of solving the challenges of the work environment and improving the position of the bank), beneficial voice (With goal of solving personal challenges and gain benefit), consistent voice (With the intention of preventing personal problems and avoiding tension with colleagues) and warning voice (With goal of preventing misconduct, outside the norm and the law).

Introduction:

Rapid environmental change is one of the most important challenges for organizations (Salamzadeh et al., 2019: 280). In this regard, competition for achieving higher productivity in organizations has increased day by day and as a result of trying to effective use various resources such as capital, materials, manpower, etc. has become very important. Among these resources, manpower has a special place (Chamanpira et al., 2020: 102). Although human resource management faces many challenges (Farahni et al., 2021: 99), successful organizations seek to use human resources as a competitive advantage and as a key factor in achieving success ( Kantur, 2016: 31). In this regard, the special attention of managers and leaders of the organization to human resources and their opinions as one of the most important factors in improving productivity is of particular importance (Fathi Chegeni et al., 2021: 81).  Therefore, organizations need their employees to exchange ideas, and the extent to which they express suggestions, ideas, information about problems, or concerns, can have a tremendous impact on the performance of the organization and even its survival. Rastegar & Fatoot, 2020: 2)); However, despite Voice importance in organizations, employees often do not dare to express their dissenting opinions against the leadership of the organization for fear of revenge and reprimand (Yazdanpanah et al., 2021: 72). Field studies also indicate that often paying attention to the views of employees in banks, financial institutions, credit institutions, etc. to facilitate work processes have been neglected, which has led to lack of motivation of employees and their lack of proper response to the client. And the result has been the dissatisfaction of the clients with these institutions and the loss of social capital at the community level. At the same time, the voice of employees within the "banks" is particularly focused on improving the performance of working groups and working relationships and increases employee satisfaction (Kewe, 2018: 43). Now, considering the foregoing and the persistence of research gaps regarding the concept of employee voice (Elsetouhi et al., 2018: 101), this study has tried to fill the research gap and explain the basic question of this research, which is written below.1.What are the dimensions and components of the employees' voice in the central headquarters of Keshavarzi Bank and its branches in Tehran?

Case study:

The statistical population in the present study is 16 managers, presidents and experts of headquarters and branches of the bank in the field of management years who have been selected by Snowball sampling method.Research MethodThe present study is one of the qualitative researches which is based on applied purpose and descriptive-survey type and in terms of time, one-section and with inductive approach and data collection method, it is a review of documents and interviews and to analyze the data from Content analysis method was used. The statistical population in this study was the experts of Keshavarzi Bank because the rate of diversity in providing services, stakeholders and most importantly the expertise of employees in this bank was higher than other state-owned banks, and this led to the diversity of attitudes of employees. And according to the subject of the research, which was the voice of the employees, this bank was selected. In selecting the sample of experts, purposeful snowball method was used for the interview. The average organizational history of experts is about 19 years and most of the experts participating in this study (11 people) have a master's degree. The total time of qualitative interviews with reporters was 1104 minutes, which is an average of 69 minutes. In order to ensure the validity of qualitative research, peer review methods and review by members (interviewees) have been used, the findings of which show the acceptable validity of the findings of the present study. For reliability, the reliability method of retest and reliability between two coders is used and considering that in both methods the reliability rate is about 71%, it can be said that the reliability of the research coding is confirmed.  

Discussion and conclusion:

The resonance and voice of an organizational success depends on the workforce of that organization and most researchers have accepted that human capital is the main pillar of success of any organization. Of course, increasing the level of participation of this capital in organizational decisions is accompanied by increasing the level of their job satisfaction, which is done with voice instrument.  While phonetic behaviors also facilitate continuous improvement in business processes, they improve organizational performance and results. due to the importance of issue, the dimensions of employees' voices in the research community were analyzed and identified. The results showed employee voice means talking about personal problems with superiors, proposing to change a work procedure, preventing a misconduct or expressing views passively with the aim of avoiding tension in the workplace. This variable has 4 dimensions, of which 8 components were identified in the body of these dimensions, which are:1.Beneficiary voice: This reflects the views expressed in order to solve personal challenges and gain benefits, as well as to improve and enhance the administrative position.This dimension was not observed in the studies and can be mentioned as a research innovation.2.Useful voice: points of view is presented with the intention of solving the challenges of the work environment and promoting the position of the bank among customers.The results are consistent with the research of Gordon (1988), Dyne et al. (2003), Dundon et al. (2004), Morrison (2011). Morrison calls this type of Voice proposal-driven and relates it to the development of a unit or department of work or organization. Hu et al. (2018) in their research have considered this dimension of voice in the category of organizational citizenship behavior and have considered it as direct comments from above, below and horizontally, which explicitly aim to benefit the organization and the group. The interviewees, while confirming this Voice, called for more attention from the authorities in this regard, and described the lack of attention to this type of voice as a serious injury in the workplace, and stated that if this issue is ignored, the staff become unmotivated, the desire to express creative views disappears, and eventually lethargy and daily life prevail, which will result in dissatisfaction of the client and customers. In confirmation of the above, it should be noted that according to Seyed Naghavi (1399), ignoring the opinions of employees in the workplace is among the bullying behaviors that are unconstructive and impose costs on the performance and output of employees, groups and organizations. Finally, the interviewees wanted to create an atmosphere to encourage employees to express this kind of voice and institutionalize this issue in the workplace.3.Warning voice: with the aim of preventing damage to the bank symbol and preventing improper behavior, it is expressed outside the norm and legally in the workplace. The result is consistent with the research of Sadeghian et al. (1398). They consider this dimension to be the expression of employees' opinions to reduce undesirable behaviors and prevent damage to work units. Sang et al. (2021) also called this dimension of Voice prohibitive and stated that when a person observes shortcomings or potential threats to the organization, he expresses this type of Voice. Interviewees consider it as one of the vital aspects of Voice for banks, and they believe that managers and officials should provide the conditions for its occurrence in the workplace, because the expression of this view will keep the bank and employees safe from any deviation and abuse4.Consistent voice: Expressing views is aimed at preventing personal problems in the workplace and stabilizing the position and avoiding tension with level and superior officials. This type of Voice is consistent with the results of research by Dyne et al. (2003). They described this type of Voice as obedient, stating that this form of voice was motivated by neutrality, and that the staff, believing that they could not change the status quo, will express only ideas and opinions in support of the current situation. Interviewees considered the voice to be a reprehensible phenomenon and described it as a serious injury in the workplace. In their view, the reason for this type of Voice was the inflexibility of some managers and the officials' lack of interest in useful and warning voices, and in order to avoid further consequences, they demanded the elimination of the grounds for its creation in the bank.In view of the foregoing, in the present age, the voice of employees can no longer be restrained, and its presence in the workplace has become an inevitable necessity; therefore, based on the results of this study, it is suggested:1.In order to acquaint the managers and heads of branches, a training course should be held to get acquainted with the concept of sound and its dimensions in accordance with the research results.2.Develop a procedure in which employees are appreciated and encouraged in accordance with the presentation of practical suggestions and voices, especially useful voices and warnings.Managers should show behavior so that employees can raise their concerns and worries about personal (beneficiary voice) and work (useful voice and warning voice) without fear; managers also announce the final result of actions on the issues raised to employees so that they can be encouraged to raise their voices while trusting their superiors.4.A special bed for voice expression of employees should be implemented in the central headquarters of Keshavarzi Bank and its branches to provide access and communication for all employees for voice expression and feedback of voices to them.5.Internal surveys on business processes should be conducted and using the results, in a way that the voice of employees is considered as part of the organizational culture of the bank.Finally, researchers are advised to scrutinize the voice of employees in other branches of the Agricultural Bank across the country or in other public and private banks

This study was conducted with the aim of the effect of intellectual capital on organizational resilience with regard to the mediating role of employee stress at the time of crisis in Shahid Bahonar Copper Industries Company in Kerman. The research method is a descriptive correlation. The statistical population and the sample size of the study was 265 people who were selected by available sampling method according to Morgan table in Bahonar Copper Company in Kerman in 1399. For data collection, questionnaires of intellectual capital, organizational resilience, and stress were used, the validity and reliability were confirmed and also the data were analyzed using SPSS25 and AMOS22 software. The results showed that the psychological stress of employees has a mediating role in the impact of intellectual capital on organizational resilience. Intellectual capital has a significant effect on the resilience of the organization at the time of crisis. Human, structural, and relational capitals have a significant effect on the resilience of the organization in times of crisis. Intellectual capital has a significant impact on stress while dealing with crisis. Human, structural and relational capitals have a significant effect on stress in times of crisis. Stress also has a significant effect on the resilience of the organization in times of crisis

Emotional labor, first introduced by Hochschild (1983), has attracted interest from researchers. Despite researchers' efforts to understand why and how emotions managed by managers in the workplace, in other words, by examining their emotional labor with the help of various conceptual frameworks, they have achieved the contradictory results, especially on deep action. Therefore, the aim of this study was to explore emotional labor considering the role of contextual factors, individual differences and emotional intelligence.

Today, due to the new attitude towards ethical aspects in marketing, the increasing importance of ethics has become evident in this regard. The purpose of the research is to examine the role of ethics in different aspects of the field of marketing.

This study is an applied one in terms of purpose and descriptive-correlational one in terms of the nature and method of research. The statistical population of this research is all the employees of the central post office in Kerman. A sample of 160 persons were selected through simple random sampling. The data gathering tool was Morality and Social Marketing Questionnaire. Data analysis were done through Kendall and Spearman correlation coefficient using SPSS24 software.

Research findings indicate that there was a meaningful relationship between social marketing and honesty, confidence building, devotion, ethical virtues, community service, and the spirit of justice and justice orientation.

Ethics such as honesty and confidence building, devotion, ethical virtues, community service, and the spirit of justice and justice orientation will have a significant impact on marketing, and will increase social marketing, which will result in organizational productivity. Therefore, it is suggested that the organization should provide the necessary ethics characteristics of marketing.

By increasing the level of environmental changes, strategic planning and its accurate implementation has considered by the researchers, as a useful solution for maintaining competitive position and organization Survival. According to many experts, planning and successful implementation of strategies requires the participation of all levels of the organization and without their cooperation, achieving this goal will face numerous challenges. On the other hand, strategic flexibility and change-oriented organizational citizenship behavior are among the factors that play a significant role in strategy implementation. Accordingly, the purpose of this paper is to examine the effect of participative strategic planning, change-oriented organizational citizenship behavior, and strategic flexibility on the strategy implementation in small and medium sized industries. The research is a survey and the statistic sample is 243 employees and executives working in companies in Kerman industrial areas and questionnaire was used for data collection. For data analysis, structural equation modeling method and AMOS software were used. Findings indicate that the participative strategic planning has a significant positive impact on strategic flexibility, change-oriented organizational citizenship behavior and strategy implementation. Findings also showed that strategic flexibility and change-oriented organizational citizenship behavior can lead to successful implementation of the strategy.

Continuous organizational changes in today’s dynamic and changing environment requires the presence of insightful, strategic, or in more clear terms, transformational leaders. Given increasing attention paid to the function of leadership in creating organizational changes in the world and its role in developing organizational citizenship behavior (OCB). The present study attempted to explore the mutual relationship between transformational leadership and OCB with a focus on mediatory role of two variables of emotional trust and cognitive trust. This study is an applied research in terms of objectives it follows and a descriptive-survey research with regard the research methodology. The population under study included staff working in different branches of Mehr Eghtesad Bank in Shiraz. The sample size includes 150 respondents which were determined using Cochrane Formula. The data were collected through four questionnaires: Transformational Leadership Questionnaire, OCB Inventory, emotional Trust Questionnaire, and Cognitive Trust Questionnaire. Data were analyzed by LISREL Software. Findings show that there is no significant relationship between transformational leadership style and OCB among the respondents. However, adding emotional trust and cognitive trust to the model show that there is a positive relationship between transformational leadership style and these two variables. In addition, a positive significant correlation was also found between emotional and cognitive trust and OCB.

The aim of this study is to evaluate the impact of technological innovation capabilities on innovation performance in Knowledge-Based Firms. Present study is an applied research in terms of purpose and in terms of data collecting way it is considered as a descriptive survey. The population in this study was Knowledge-Based Firms in Science and Technology Park of Tehran University and the sample size was 126 companies that to obtain this sample size random sampling method is used. The data collection tool in this study was a standard questionnaire and for reliability Cronbach's alpha coefficient was used. Structural equations modeling was used for examining of considered model. Finding in this paper show strategy planning, R&D, resource allocation, Marketing and learning capabilities can significantly improve the innovation. R&D and resource allocation capabilities can also significantly improve new product introduction. While Manufacturing and organizing capability is not affect significantly on innovation performance in Knowledge-Based Firms in Science and Technology Park of Tehran University. This study investigates the impact of technological innovation capabilities on innovative performance in knowledge-based companies.
Recently, attention has been paid to the concept of innovation system as an approach to performance analysis and policy making in the field of science, technology and innovation. The concept of innovation system and the presentation of policy strategies for the development of technology and innovation has been widely used in Iran (Mohammadi et al, 2015). Innovation is one of the main motivators for economic growth and value creation, especially by the advent of knowledge-based economy; innovation is a key factor in the success or failure of organizations in the field of competition as well as the main source of competitive advantage. For this reason, the number of studies on innovation is increasing every year (Rezvani & Toghrayee, 2011).
Meanwhile, knowledge-based companies must be given special attention because of their role in economic dynamism, employment and technological advancement. However, knowledge-based companies need to improve their innovative performance in order to survive in today's turbulent and competitive environment. Naturally, considering their field and type of activities, innovation is the best and most efficient means of staying in such an environment. For Iranian knowledge-based companies, improving innovative performance is essential for maintaining competitiveness, considering the importance of knowledge based companies in the scientific and technical advancement and the complexities and changing conditions governing their business environment.
The present study aims to show the impact of technological innovational capabilities on the innovative performance of knowledge-based companies. To answer this question, the impact of each of the factors representing the capabilities of technological innovation on innovative performance is studied to show which of the technological innovation capabilities affect the innovative performance of the companies located in Science and Technology Park of Tehran University.
Case study
Research population includes knowledge-based firms located in the Science and Technology Park of Tehran University. 155 companies are located in this park, among which 90 companies are developmental, 40 companies are growing and 25 are technologic-core companies. In this study, a standard questionnaire was used that included 57 questions to estimate the impact of technological innovation capabilities on innovative performance. For validity purpose, face validity and for reliability purpose Cronbach's alpha coefficient were used. For strategy planning, R&D, resource allocation, marketing, manufacturing, organizing and learning capabilities scales, Camison & Villar-Lopez (2014) and Yam et al. (2004) measurements were performed. The definition of innovative performance by Lau et al (2010) and Shahzad et al. (2017) with 8 questions were used. Structural equation modeling and LISREL software were used to test the hypothesis.
Discussion and Findings showed that R & D capabilities, resource allocation, learning and strategic planning directly contribute to improved innovative performance. Findings also showed that knowledge-based companies have operated with robust marketing capabilities. Many of them have established good relationships with their major customers, and have had a good performance in the after-sales services and well-known sectors in the product market. On the other hand, resource allocation was the weakest feature among the capabilities of technological innovation. Findings also indicate that knowledge-based companies have been weak in utilizing resources, such as human resources, capital, and technology and techniques for innovation. It was found that the companies have acknowledged that they are not investing sufficiently to innovate. Findings also showed that knowledge-based companies in the Science and Technology Park of Tehran University have been weak in research and development capabilities, and the companies under study did not have sufficient personnel for research and development, in the traditional sense. Finding show that strategic planning, R&D, resource allocation, marketing and learning capabilities can significantly improve the innovative performance. R&D and resource allocation capabilities can also significantly improve new product introduction, while manufacturing and organizing capability does not significantly affect innovative performance in knowledge-based firms in the Science and Technology Park of Tehran University

Iran is located in a disastrous region; yet, most of the problems requiring to be considered with relation to safety issues for the reduction of the damages caused by natural disasters has been neglected. Consequently, this research is aimed at investigating the effects of preventive culture on the reduction of the damages caused by natural disasters from the viewpoints of the employees of the Red Crescent Society of Kerman. This is a descriptive correlational research whose data is collected by a questionnaire. The statistical population of the study includes 150 of the employees of Kerman Red Crescent Society. Cochran’s formula was used to estimate the sample size which resulted in 108 employees. The questionnaires were distributed among the sample randomly. Inferential analysis of the questionnaire was performed using single sample excel, Friedman test, correlation coefficient and regression test in T-test software. The results indicated that preventive culture significantly affects positively the reduction of damages caused by events. Furthermore, creation of security and prevention, competent leadership, responsibility and learning and teaching significantly influences the reduction of damages caused by natural disasters.

In present era, attention to the issue of employment and use of existing workforce is one of the main concerns of each state. Unemployment among disabled people, in addition to creating many economic problems and difficulties for them also reduces their human, social and cultural status in society and promotes the spirit of despair, self-consciousness, recession and disability among them. The purpose of this study was to identify and prioritize the barriers to employment of motional disabled people in the private sector from the perspective of entrepreneurs and disabled people. The study, in purpose was an applied and in nature was a descriptive. Due to the complexity and specialty of this study, the statistical population of the study consisted of two groups. First group included all motional disabled people in Genaveh city (Bushehr province, south of Iran), who were over 15 years and second group was entrepreneurs in the city. A total of 67 people with motion-based disability were selected from the city using a snowball sampling method. Due to limited statistical population of the second group, all of them were selected as subjects (25 people). It should be noted that a number of entrepreneurs were experts in the welfare organization. In order to find an appropriate answer to identify the obstacles to employment of motional disabled persons, the interview was used in two stages. First, open-minded interviews with the motional disabled group were conducted to familiarize entrepreneurs with barriers faced by the motional disabled people. In the second stage, to determine which components expressed in terms of entrepreneurs were considered as real obstacles a supplementary interview was conducted with the entrepreneur Group. The result of this phase of the interview was the determination of all obstacles to the employment of motional disabled people in the private sector from the perspective of entrepreneurs. In this study, a pairwise comparison questionnaire was used to rank these barriers, the network analysis process (ANP) and Super Decisions software were used. Twenty and one components were identified as obstacles to employment of motional disabled people in the private sector. Confirmatory confirmation analysis showed that 21 component have been formed of five factors of individual ability, strategic, environmental, cost and attitude. All components have been influenced by their respective factors. It was also found that barriers to individual abilities the least important and strategic barriers are the most important barriers to employment. Of these 21 components, lack of a primary location for starting an activity with a weight of 0.0046 was the least important barrier, and persistence with a weight of 0.322 was the most important obstacle to the employment of motional disabled people was achieved According to the findings, it was found that motional disabled people in the field of employment in a private sector faced with five main obstacles individual ability, strategic, environmental, cost and attitude, which should be given serious attention.

In the recent years, using information technology in Iran industries, mostly in banking, has been increased. Selecting the best site location for Automated Teller Machines (ATM) is also an important Subject for banking industry. Site locating Sciences have always been searching for new optimization methods to find the best location of their case studies. Using Multi-Criteria Decision-Making methods can be expected that the candidate places satisfy the criteria by their weight ratio. Also the use of fuzzy logic in decision making, has been solved the problem of uncertainty and imprecision in assigning the weight of the criteria. So, the applied research study has been using a combined approach of MCDM in a fuzzy environment to provide a new method in Gharzolhasane Mehr Iran Bank ATMs site locating. Regarding the high costs of locating ATMs, the purpose of this study is to provide a method for selecting the best range of these devices Location to increase efficiency and services. Based on the similar studies, a decision criterion was extracted and weighted with FPM Procedure by using QMB and Banking industry expert’s opinions. Then the Location candidates points were ranked by Fuzzy Graph theory and matrix approach method.

In each of the various factors that affect the performance of the staff of these factors are different depending on the nature and goals of the organization. Therefore, managers should pay attention to it to achieve the fundamental objectives of the organization.

Purpose of this study is to identify the impact of organizational factors on the performance of employees.

The research for the purpose and the method of research is descriptive-correlation. The population of this study included all operational staff (Fire) Fire Department in Kerman form. To collect data, a researcher-made questionnaire with reliability performance 0/799 and organizational factors affecting the reliability of the 0/889 Data were analyzed using statistical software SPSS24 science appeared and Smart PLS 2 is used.

The results showed that overall organizational factors have a positive impact on the performance of employees.

Adaptability variables, leadership and mission of the organization have a positive effect on employee performance but the agent does not affect communication with stakeholders on the performance of employees.

The paper aimed to investigate the influence of factors, such as responsibility, respect, honesty and fairness as components of business ethics among employees, on customer satisfaction. The statistical population of the study was the customers of mentioned repair shops in Kerman. Using random sampling, a sample of 267 were selected. A 23-item questionnaire were used to gather information. Cronbach's alpha was used to determine the reliability of the questionnaire (0/9573). Descriptive statistics including frequency tables, graphs, mean, and statistical tests such as Pearson, ANOVA and regression were used to analyze the data. Findings showed that there was a significant relationship between business ethics and customer satisfaction in which the greatest impact of business ethics components on customer satisfaction were respectively: responsibility, respect, honesty and fairness. Authorized repair shops of Iran Khodro and Siapa companies were compared and the results showed that the later cares more about business ethics and customer satisfaction.