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both The art of keeping it all in the And increase staff productivity The art of imitation by competitors is Model is based on industrial cluster. The aim of this study is That with the study of participants perceptions and beliefs To identify barriers factors to the formation of industrial clusters should Khorasan Carpet. In this study, Q methodology was used as an integrated approach. Participants in this study is 10 cases of managers, and producers of Khorasan Carpet. Were positively associated with research. This discourse space Have been collected from various sources After evaluating and summarizing the discussion Among the 134 Meter 52 For example, the following SQL statements (batch Q) The opinions of experts were. After collecting data from SQL sorting The data were analyzed using Q factor analysis. Distribution analysis showed that Paradigm can be 3 Distinct (Lack of appropriate infrastructure support and Lack of support and supplementary units, Terms weavers) Participants in the study Barriers to the formation of industrial clusters in North Khorasan Carpet Identified Approximately 62.8% of the total Of the total variance explained. Importance and priority barriers identified Patterns were obtained in based on subjective pattern and finally proposed some ways for omitting Identified pattern In order to implement the model of industrial clusters in the carpet industry

Considering the high diversity of clothing and also the changes and developments in all businesses, especially entrepreneurship, and considering the increase in the unemployment rate in Iran, as well as the role of entrepreneurship in economic development, attention to entrepreneurship and entrepreneurial performance is one of the important discussions, therefore, identifying the dimensions and components of Entrepreneurial performance is the main goal. In terms of the practical purpose, this study is primarily based on the PRISMA (meta-analysis) approach, text mining analysis and text mining tools, and using Rapid Miner 9.10 and Excel 2016 software to review the literature on 1200 articles from 2013 to 2023. It deals with a comprehensive system and then clusters the elements and constructive dimensions of entrepreneurial performance. The findings were such that 143 records were reviewed; Then, text mining productivity of 7 main clusters: competitive power and risk acceptance, investment, connection with the system, growth, innovation and initiative, skill, ability and competence, learning knowledge and understanding capability were identified. Finally, it can be concluded that entrepreneurs can ensure their survival in competitive market conditions by using the identified dimensions and also have a correct assessment of the current state of their business.

As one of the characteristics of the organization, work stress will affect the psychological state of employees and cause them to behave differently from the non-stress situation. Challenging stressors refer to the stressors that employees consider useful concerning work experience to create opportunities for personal growth. A hindrance stressor is a stressor that interferes with or hinders an individual’s ability to achieve valuable goals. Work stress refers to all types of pressures that are perceived by employees to significantly affect the development of an individual’s career in a work setting. Stress is the result of unmet needs, and due to their ability to cope with stress, different individuals have different stress experiences when individuals are in a state of imbalance between demand and capacity. Nowadays, emotional exhaustion, job burnout, and job performance are regarded as the results of job stress. In this regard, the main goal of the current research is to investigate the impact of challenging and hindrance stressors on the innovative behavior of employees with the mediating role of work engagement. 

Design/Methodology/Approach:

 The research is applied in terms of purpose and descriptive in terms of method, and according to the population of 400 people based on Morgan's table, the data was collected from a sample of 196 employees of Zal Iranian Company in Tehran. Sampling was done in a simple random way, and the information was obtained using the method of library studies and questionnaires. To analyze the collected data, the structural equation model was used, which includes confirmatory factor analysis, structural models, path analysis, and multiple regressions.  Also, the questionnaire was used to collect data, and Structural Equation Modeling (SEM) was used to analyze data. PLS-SEM is suitable for building exploratory theory studies that identify the drivers of a construct. PLS-SEM is suitable for testing the proposed hypotheses, and the proposed framework of the current study promotes the construction of exploratory theory instead of theory testing. Finally, the current study adopted Kaiser, Mayer, and Olkin's sampling adequacy criterion and Bartlett's test regarding the appropriateness of the sample size for factor analysis. The amount of sig was calculated to be less than 5% and the KMO index was 0.785, and the number for this index shows the adequacy of sampling to perform exploratory factor analysis. 

The results showed that challenging stressors have a positive and significant effect on the innovative behavior of employees through the mediation of work engagement.  Hindrance stressors have a negative and significant effect on the innovative behavior of employees through the mediation of work engagement. Challenging stressors have a positive and significant effect on the innovative behavior of employees. Hindrance stressors have a negative and significant effect on the innovative behavior of employees. Work engagement has a positive and significant effect on the innovative behavior of employees. Challenging stressors have a positive and significant effect on work engagement. Hindrance stressors have a negative and significant effect on work engagement. Discussion and

Challenging stressors can promote the generation of innovative ideas and behaviors of employees, and then improve employees’ innovation performance, that is, challenging stressors have a positive influence on innovation performance. Also, this study enriches the existing literature by identifying the impact of stressors on employee innovation behavior and has certain practical significance for optimizing the management of enterprises and improving employee innovation behavior. In management practice, managers should pay more attention to employees’ challenge-hindrance stressors, reasonably set challenging tasks for employees, ensure sufficient task complexity, and challenge expectations for employees.

The aim of present study was to combine the results of quantitative researches in the field of employee-organization relationship. In this research, the structure of "employee-organization relationship" was considered as a variable with dimensions of satisfaction, trust, commitment and mutual control. The statistical population of the research was the studies indexed in the Scopus database in the period of 2014-2023. Using the defined protocol, finally 41 hypotheses from 26 studies were selected for the sample. Data extracted from selected studies were evaluated by meta-analysis method. By identifying the most important antecedents related to this structure, the effect size of each antecedents and their overall effect size were measured. According to research results, the antecedents of "employee-organization relationship" variable are respectively: symmetrical communication, transparent communication, communication satisfaction, empowering leadership, authentic leadership, and dialogic communication with strong effect size; organizational justice, communication authenticity, communication responsiveness, and transformational leadership with medium effect size; and the organization character construct with weak effect size. The overall effect size of all antecedents in the model of fixed effect size and random effect size is: 0.629 and 0.626 respectively, that shows the strong effect of the antecedents identified to create favorable employee-organization relationship in the organization.

Non-duality leadership follows the course of human being, and on this basis, it brought human evolution and growth. A person who is placed in this spiritual path and moves towards the peak of oneness and godliness will also enjoy spiritual health. Therefore, in this research, we seek to identify the strategies that non-duality leadership promotes the spiritual health of employees.

The present study is a qualitative research of thematic analysis type. The data collection tool was a semi-structured interview conducted with 13 experts. To analyze the interviews, thematic analysis such as descriptive coding, interpretive coding, and integration through overarching themes were used.

According to the interviews conducted with experts and based on the coding done, 13 non-duality leadership strategies were identified for the spiritual health of employees, and these 13 strategies are under the 4 main themes of spiritual actions, spiritual connection, thoughtful actions, and Self-awareness was categorized.

Nom-duality leadership, according to the strategies it creates in the context of the movement and being transformation of people, also facilitates their spiritual health in the light of the journey in the being worlds. Therefore, the identified strategies will improve the spiritual health of the employees as well as the spiritual perfection of their inner path.

The issue of maintaining human capital in developing countries in the last two decades as the number one problem of organizations has attracted the most attention of managers and is one of the most popular keywords in the statistics. The current research was conducted with the aim of providing a predictive model for the retention of faculty members of one of the military universities. The data collection tools included library studies and semi-structured open interviews with 12 experienced professors,. The analysis of the data obtained at this stage was done using the foundation's data strategy, which ultimately resulted in the retention model of faculty members in five dimensions including strategies (payments, reducing bureaucracy, increasing the spirit of patriotism, awareness of the consequences of the departure of elites, causal conditions (opportunities for growth and research) , dignity, telecommuting and flexible working hours, work-life balance) intervening factors (cultural, financial, political and social background), background factors (inflation, rent and administrative corruption, social discrimination, lack of meritocracy) and consequences (job satisfaction, increase quality of teaching, university income and efficiency). In the next phase of the research, the model was converted into a questionnaire in the form of questions and after checking the validity and reliability among a statistical sample of 72 people, it was distributed and divided into 4 categories in the form of a model using artificial neural network. Hi Group's effectiveness includes star, diligent, capable, and anxious employees, and solutions and suggestions are provided for each of them.

 Social trust is one of the social phenomena that plays a vital role in human relationships and interactions and provides the cohesion and integration of society by creating strong social bonds. In the meantime, transparency in the various elements of the government can also be considered as an effective mechanism to support citizens' rights. It is worth mentioning that hypocrisy is especially emphasized in Islam as an anti-social trend. Considering the importance of the subject and the gap in the previous studies in this field, this research aims to examine the relationship between perception of transparency in the religiosity of officials according to the teachings of Nahj al-Balagha and the social trust of citizens.

 The present study is practical in terms of its purpose, and descriptive and field-based in terms of the method of data collection. In order to investigate the relationship between research variables in the field, 428 MA students, PhD candidates and faculty members of Tehran, Mazandaran, Qom and Semnan universities were selected as a statistical population by available sampling method. Standard questionnaires were used to collect data and to analyze the data, confirmatory factor analysis tests and structural equation modeling on LISREL software and mean test on SPSS software version 16 were used. In the present study, all ethical considerations were observed and the authors reported no conflict of interests.

 The results of the statistical tests indicated that the perception of transparency in the religiosity of the officials had a positive and significant effect on the social trust of the citizens (P=0.59; T=8.53). This means that the more transparency in the religiousness of officials is observed and perceived, the more social trust among citizens there will be. In addition, the analysis of the responses of the statistical community indicates that the level of transparency in the religiosity of officials and the level of social trust of citizens is more than the average value.

 The results of the present study indicate that according to the obtained factor loadings, improving each of the indicators of transparency in the religiosity of the officials leads to the improvement of the level of social trust of the citizens. Therefore, according to the current status of each of the components, it is necessary for the society officials to try to improve the transparency of each of the components of religiosity in order to improve the social trust of the citizens.

In the age of information, the increasing competition among banks to gain a larger share of the monetary and financial market has led to a more detailed and profound focus on the needs and demands of customers. Achieving maximum customer satisfaction initially involves understanding their needs and demands and then translating these into appropriate services. Given the growing complexity of financial and banking systems, this can only be accomplished by establishing codified and systematic methods that transform these concepts into an organizational process. Furthermore, with the evolving needs, demands, and expectations of customers, it is essential to first identify what the customer desires and then provide the necessary means to fulfill them. The significant changes in the banking system and services, the competitive and rapidly changing environment in which banks operate, and the recognition that consistently delivering superior quality services compared to competitors can create a stronger competitive advantage have driven banks to shift their focus towards customer satisfaction and enhancing service quality. Consequently, due to the characteristics of digital environments, banks are compelled to transition into digital banks and bridge the gap between the physical and digital realms in a timely manner. The journey of banks towards customer-centricity should commence with the adoption of digital technologies and by establishing targeted partnerships and re-engineering the current processes and structure of banks within the digital banking ecosystem. The primary objective of the current research is to conduct a bibliometric analysis of the scientific publications in the Scopus scientific database on the subject of digital banking from its inception to date and to present the global scientific landscape (over the past 66 years). In scientometric research, it is crucial to emphasize the significance of quantitative and qualitative information about the topic being studied. Such studies unveil hidden realities in every scientific domain. Undoubtedly, remote research points may pose significant challenges in the future or reveal remarkable prospects for further research and narrowing research gaps.

This research follows an analytical-applied approach, utilizing scientometric techniques such as synonym analysis and social network analysis. By examining the main results, the research field's topics and boundaries were meticulously gathered through records and citation links. Under a scientific framework, 3488 sources related to digital banking were extracted from the Scopus scientific database by searching the article title, abstract, and keywords. Data review and analysis were conducted using the database's tools, as well as Excel and VOSviewer software, a social network analysis tool. This was done to quantify, design, and visualize the research products' trends, knowledge map, colleagues' network, and the synonymy network of research on digital banking. 

The findings of the research indicate the upward trend of scientific productions in the field of digital banking, especially since the year 2000, and it also indicates that; More than 97% of the indexed documents are in English and the rest are related to other languages of the world and have been retrieved and categorized in the form of 13 types of texts, the highest frequency of which is related to original research articles with 44.70% and countries such as the United States of America, England and India has the most published documents in this field compared to other countries in the world.

The findings of the research indicate an upward trend in scientific productions in the field of digital banking, especially since the year 2000. More than 97% of the indexed documents are in English, while the remaining are in various languages from around the world. These documents have been retrieved and categorized into 13 types of texts, with the highest frequency being original research articles at 44.70%. Countries such as the United States of America, England, and India have the most published documents in this field compared to other countries worldwide.

Investigations like this can provide a suitable path and roadmap for future research, investment, and policymaking by executive departments in the field of digital banking. The results of this research show that Iranian researchers have also entered this field and have scientific productions and collaborations with other countries in this area, but this issue should be further developed. Additionally, the co-occurrence results of the words show the frequency of terms such as "banking", "digital storage", "fintech", "digital technology", "blockchain", "e-commerce" and "authentication" and the most relevance to the term "digital banking. The results of co-authored works by countries reveal that India, America, England, the Russian Federation, Indonesia, Malaysia, Australia, and Spain have the most significant scientific cooperation in this field compared to other countries.

Startups around the world boast diverse workforces, and forecasts suggest that future workforces will predominantly comprise minorities, including women, immigrants, and individuals from varied ethnic and racial backgrounds. Iranian startups are similarly diverse, featuring people from an array of ethnic and cultural backgrounds. Raising capital is crucial for the growth and development of innovative startups, and the abilities of startup founders are believed to significantly influence this process. This study aims to examine the impact of ethnic diversity among Iranian startup founders on the amount of investment capital raised, specifically at the Gitex exhibition in Dubai.

This research adopts a quantitative approach, is applied in nature, and employs descriptive data collection methods. It focuses on founders of 20 startups who participated in the Innovation and Prosperity Fund call by the Presidential Scientific Institution from 2020 to 2022, examined in a census format. To categorize ethnic diversity, we utilized Shannon's index. The study then explored the impact of ethnic diversity on capital raised using the Pearson correlation method, regression analysis, and SPSS software. Control variables included the size of the startup teams at the exhibition (at Series A funding level), the age of the startup (considered from the year of establishment to up to 10 years), and the founders’ experience in startups (average years of experience before and after joining the startup, within a 0 to 15 years range).

The results reveal that the ethnic diversity of Iranian startup founders significantly influences the amount of investment capital raised, considering control variables such as the startups' age, team size, and founders' full-time experience. The regression coefficient of 0.892 between ethnic diversity and capital raised underscores the positive and significant effect of diversity. Furthermore, we found a positive and statistically significant correlation between ethnic diversity and capital raised, indicating that a one-unit increase in ethnic diversity correlates with a 14% increase in total attracted capital.

This study contributes to management and entrepreneurship literature by supporting the "diversity as an advantage" theory and challenging the "diversity as a disadvantage" perspective in the context of raising startup capital. It suggests that investors should view diversity as a beneficial factor in startups, leading to more effective investment decisions. The findings align with cognitive theory and information processing, indicating that a diverse team, with varied cognitive models, may enhance innovation and problem-solving capabilities. Additionally, the results resonate with the theory of social networks and social capital, emphasizing the resources available through a network of diverse relationships. However, the findings contradict social identity theory and its related social classification theory, which argue that ethnic diversity can heighten conflict and reduce the efficiency of information exchange, cohesion, and trust, thereby negatively impacting performance. These contradictions offer intriguing avenues for future research.

Intention to employee turnover of key employees in leading organizations has become one of the most important concerns of managers and leaders that by changing the type of leadership style and relationships between managers and employees can reduce the tendency to turnover employees. Ethical leaders try to encourage employees to do the right thing, have justice and deal appropriately with clients in any situation and condition by creating moral awareness, giving responsibility and delegating some responsibilities to subordinates by creating a collaborative atmosphere. Ethical leadership style leads to improvement and promotion of leader-member exchange. Ethical leadership is an influencing factor on pro-social rule-breaking. Pro-social rule-breaking, which is a constructive and positive law breaking, leads to the reduction of deviant behaviors in employees and makes them attached to their organization and leads to the reduction of the intention to turnover in employees. The purpose of this study is to investigate the effect of ethical leadership on employee turnover with emphasis on mediation pro-social rule-breaking and leader-member exchange.

Design/Methodology/Approach: 

The research method is practical in terms of the type of objective. 3200 employees of Tehran Social Security Organization were selected as the population, based on random cluster sampling and using Cochran's formula, 342 people were selected as a statistical sample, and during this time, a questionnaire tool was used to collect data. In this regard, standard questionnaires were used, whose reliability and validity were confirmed during the research. In order to analyze the data, SPSS and AMOS software were used, and the data were analyzed using the structural equation modeling method.

The results showed that the ethical leadership style has a direct and significant effect on intention to employee turnover. Ethical leadership always considers the interests of employees and promotes friendship and justice among employees so that employees can trust their leaders. Employees' high trust in their leaders prevents them from leaving the service, so the rate of Turnover the organization decreases. Through the mediating variables of leader-member exchange and pro-social rule-breaking, it can indirectly have a significant effect on the intention to employee turnover. Ethical leaders, due to the promotion of ethical principles and fair treatment of employees, want employees to achieve their individual goals and achieve the goals of the beneficiaries, as a result, they grant the necessary power to the employees to be able to fulfill the individual goals and the beneficiaries of the cumbersome laws. Bypass Ethical leaders lead to the creation of friendly and intimate relationships with employees through fair behaviors, by creating value and moral awareness, giving authority and responsibility to people, adopting collaborative management, etc. In this way, leader-member exchange between managers and employees are strengthened and they can freely transfer information to each other and with full openness. Also, leader-member exchange can independently lead to pro-social rule-breaking in the organization.

The present research can bring many positive results and lead to the expansion of ethical leadership in organizations, which provides the basis for increasing communication between managers and employees, and also leads to achieving the organization's high goals and reducing intention to employee turnover. Social security organizations can encourage benevolent rule-breaking by promoting a culture of creativity and innovation, which can include giving employees more autonomy and flexibility in their work and encouraging them to think outside the box when dealing with social issues. Social security managers should try to establish an ethical leadership style in the organization and create a friendly and cooperative atmosphere in the organization so that employees can strive to achieve organizational goals and not be afraid of existing obstacles. Also, strengthening relationships is one of the requirements of any organization, especially the social security providers, so that the employees who attract and hire and hold training courses for them do not want to leave the place of service and can bring the organization closer to its real vision with increasing efforts. Social security organizations can promote ethical decision-making among employees by providing clear guidance on the organization's values and ethical principles and encouraging employees to consider the potential consequences of their actions.

Leadership has a special place in human life and seeks to create a potential force to inspire people to achieve individual and organizational goals. Today, the pursuit of perfection and the search for the meaning and concept of individual and organizational life is a subject that is very important for leaders and followers. Non- duality leadership draws the path of human perfection based on ontology, epistemology and progress in the worlds of being. This theory is a new concept in the field of organizational leadership that pursues human happiness in individual and organizational life. The purpose of this research is to conceptualize the theory of non- duality leadership. This research was identified, compiled and analyzed in terms of its objective, fundamental, and in terms of implementation method, with the method of systematic review and content analysis of various propositions related to the concept of non- duality leadership. EBSCO, SCOPUS, WIELY, SCIENCE DIRECT, PROQUEST, SPRINGER databases were used to identify the sources and finally 19 articles were selected from the total of 189 identified articles. As a result of aggregation and after the coding process, the coded propositions were categorized into six main categories of nature, factors affecting formation, characteristics, growth and excellence strategies, consequences and values.

To this end, organizations are planning to enter different digital arenas and evaluation of D-Readiness for measuring their level of success is of particular importance. Determining the degree of readiness to accept, use and apply new technologies and their related applications inside and outside organizations is one of the things that is of interest and emphasis. This research examines the theoretical and experimental foundations as well as existing models related to the subject under study, while considering the strengths and weaknesses of each of them; It has presented the dimensions and components of preparation for accepting and entering the field of digital banking with a newer classification of them in the form of a dynamic model. The research method of this research is mixed (Qualitative- Quantitative) and its statistical population is the banking industry. In the qualitative phase, 15 academic and Iranian banking system experts were contacted in the form of five rounds of the Delphi panel, and as a result, the main factors of the model were calculated, extracted and finalized in the form of dimensions and components. In the quantitative phase of the research, various presuppositions in the research model for the country's banking system were tested and simulated using systems dynamics, the results of which indicate the attention and focus of the managers, policy makers and actors of the country's banking system on the main variables of the research, namely; Digital Readiness, Incentive Policies and System Quality is improvement.

Causal organizational citizenship behavior has positive effects that can have on the exploitation of the work environment, it is also one of the dark aspects. In this regard, the present study examines the dark effect of organizational citizenship behavior on procrastination with the mediation of role burden and exclusion at work and gender education among nurses.

The present study is applied in terms of purpose and descriptive in terms of how to collect Information. The statistical population of the researcher includes doctors and nurses of Kausar Semnan Hospital. Based on simple random sampling, 215 questionnaires were distributed and using SPSS26 and SMART-PLS3 software, data analysis methods were used. Organ and Kanofsky's organizational citizenship behavior questionnaire (1989), Badie et al.'s procrastination (1389), Reilly's role overload (1982) and Faris et al.'s (2008) workplace ostracism were used to measure the research.

The results showed that the dark side of organizational citizenship behavior has a positive and significant effect on the importance of an important role. Also, the importance of the role has a positive and significant effect on procrastination. Role overload mediates the relationship between the dark side of organizational citizenship behavior and procrastination. Gender moderates the relationship between the dark side of organizational citizenship behavior and role burdensomeness. Also, the relationship between the dark side of organizational citizenship behavior and rejection at the workplace was negative and significant, which is a rejection of the research hypothesis. No significant relationship was observed between the changes of rejection at work and procrastination. Gender does not moderate the relationship between the dark side of organizational citizenship behavior on procrastination and exclusion in the workplace.

citizenship behavior can become role burden through increasing workload and thus affect procrastination. Also, since women are more involved in organizational citizenship behaviors, the workload for them is more than men and they play an important role.

One of the most important factors for employees' success is focusing on the positive outcome of each situation, according to which they increase their trust and commitment. Hence, those who are positively focused can act very boldly and continue their efforts until achieving the desired result. The Pygmalion effect is a psychological principle related to the effective management of people. If employees think that their organization will be successful, they may subconsciously take action on this issue. As a sales manager, your ability to develop and retain sales representatives is critical to your company's performance and future success. Retaining employees in sales is still an important issue. Also, when salespeople are gaining skills to prepare for and succeed in their role, they are more likely to be job-satisfied and feel that their employer values their work. These factors reduce the likelihood of their willingness to resign. Holliday Chain Store as an enterprise is no exception to this rule. For this purpose, this study investigates the Pygmalion effect in branch managers on improving the sales performance of employees in the named chain store.
 
It is an experimental, cross-sectional, and controlled clinical trial study. The statistical population of the present study includes 22 employees of a Holiday branch in Tehran. They were randomly divided into two groups; 11 in the experimental group and 11 in the control group. The standard sales performance questionnaire of Venezuela et al. (2014) was used to collect the needed data. In this study, the opinions of the supervisor, experts, and management specialists were used to check and determine the validity of the questions, and Cronbach's alpha was used to check their reliability. A high percentage of the alpha value indicated the reliability of the questions. Hypotheses were tested using multivariate analysis of covariance (MANCOVA) and univariate analysis (ANKWA) using SPSS software.
 
The results showed that the Pygmalion effect in managers of Holliday store branches on improving the sales performance of employees (characteristics of sales role, sales force skills, the value of customer life cycle, and customer orientation) is positive and significant.
 
The results showed that the Pygmalion effect in Holliday’s branch managers has a significant and positive influence on improving the sales performance of employees (sales role characteristics, sales force skills, customer lifetime value, and customer orientation).  Also, the Pygmalion effect impacts business and manager-employee relations (teacher-student). A manager who knows the skills and talents of his subordinates can help them achieve their goals. The relationship between managers and employees (teacher-student) is an example of the Pygmalion Effect on strengthening and improving the skills of people in business and effectively recognizing their skills and using them to achieve the set goals. Also, according to the beta value of this variable, the Pygmalion effect in managers has a positive relationship with the customer lifetime value of sales employees, in other words, the continuous presence of managers in such periods can strengthen the value cycle of sales employees' customers. Individuals' tendencies are formed based on their direct perceptions of the conditions of expectations that others have about them. As a result, it is recommended to identify hidden talents and skills of employees by holding group training courses and activities with the presence of sales staff and to achieve this goal by focusing and promoting these positive skills throughout the journey. Create better changes in the sales performance of employees

 The Covid-19 disease brought with it demands that were in addition to the previous job demands of nurses and created problems for health-related organizations. In this regard, the aim of the present study is to investigate the effect of the job demands of Covid-19 on the desire to leave the service with the mediating role of emotional exhaustion among nurses.

 The present study is applied in terms of purpose and descriptive in terms of how to collect information. The statistical population of the research includes all the nurses of Kausar Hospital in Sanandaj. Based on simple random sampling, 238 questionnaires were distributed and research data were analyzed using SPSS23 and Smart-PLS3 software. To measure the job demands of COVID-19 from the questionnaire of Koch and Shermoli (2021), Emotional exhaustion questionnaire of Moslesh and Jackson (1981), Atwood and Hinshaw questionnaire (1985) was used to measure the tendency to turnover intention.

 The results of the research showed that the COVID-19 demands have a direct relationship on the turnover intention (β=0.375, T=693.3) and the emotional exhaustion of working nurses (β=0.520, T=460.7) in Kosar Hospital, Sanandaj and it has meaning. Also, the results showed that there is a direct and significant relationship between emotional exhaustion and the turnover intention of working nurses (β=0.353, T=3.747) in Kosar Sanandaj Hospital. In addition, the COVID-19 demands have an indirect and significant relationship with the turnover intention with the mediation of emotional exhaustion among nurses working in Kosar Sanandaj Hospital (β=0.123, T=506.2).

 It can be concluded that the usual job demands of nurses are stressful and tiring in themselves, and if the demands of pandemics like Corona become excessive, it can cause emotional exhaustion of nurses and eventually lead to their leaving the service.

 In the last decade, small and medium enterprises have been considered as the main source of job creation and income in countries. These companies are more important because they play an important role in creating employment, increasing growth and economic development in the country. Also, Businesses with creativity and innovation do not shy away from change and use environmental conditions as an opportunity to create a competitive advantage. As a result, it increases flexibility. Therefore, achieving strategic flexibility in an environment where some organizations have not yet found their place in today's complex environment and need an immediate and fundamental change in the organization is important. Managers with strategic thinking can adapt to environmental changes. When managers are in a changing and unpredictable environment, they increase their efforts to adapt to environmental change and find new solutions. Managers of organizations, institutions and companies that want to grow and develop; they need to learn and apply at least some strategic thinking skills. The purpose of this study was to investigate the impact of managers 'strategic thinking on the flexibility of SMEs' strategy considering the mediating role of entrepreneurial orientation.

The purpose of this study is practical and in terms of data collection, it is a descriptive survey that has been done by cross-sectional method. The statistical population of this study is all managers and executives of small and medium enterprises in Semnan province. Since the number of units deployed in this province is more than 1609 units, thus considering the limited statistical population of the statistical sample size of 310 people using Morgan table was considered. On the other hand, the sampling method used in the present study is stratified random sampling. In addition, three standard questionnaires Liedtka (1989) for measuring strategic thinking, Hughes and Morgan (2007) questionnaire for measuring entrepreneurial orientation and for strategic flexibility questionnaire of De Toni & Tonchia (2005) were used. Cronbach's alpha coefficient was also used to measure reliability. Data analysis in this study was done by structural equation modeling with partial least squares approach using SPSS and Smart Pls.

The findings of the study showed that strategic thinking of managers has a positive and significant effect on strategic flexibility and entrepreneurial orientation. Entrepreneurial orientation also has a significant impact on strategic flexibility. Finally, entrepreneurial orientation mediates the relationship between strategic thinking and strategic flexibility.

Entrepreneurial orientation is an active strategic orientation that tends to take an aggressive approach to product innovation. Entrepreneurial orientation responds better to turbulent economies that usually do not follow the rules of competitive markets. Therefore, in order to increase the entrepreneurial tendency of managers and officials, it is suggested to pay attention to improving their capabilities and employees, transferring up-to-date knowledge to employees, encouraging employees to do creative and innovative work and supporting them, increasing the spirit of criticism among them and promoting this Culture in the organization, holding training programs to change attitudes and instill the belief among managers and officials that there are better ways to do things. Managers and executives can increase the company's flexibility by increasing innovation and creativity in the organization, increasing the ability to estimate the immediate needs of customers, responding quickly to market changes. Given that the entrepreneurial orientation means factors such as a bold and independent position to maximize profitability, the desire to carry out new projects and risky programs, courageous and extensive actions to achieve goals, provide new services, introduce new technologies Frequent changes in new services, etc., it can be concluded that the entrepreneurial orientation of CEOs affects the strategic flexibility of companies. In general, it can be concluded that management with an entrepreneurial orientation can improve the performance of the company. Therefore, it is recommended to design and implement general training courses related to entrepreneurship using the opinions of entrepreneurs and professors in the field of entrepreneurship, because these programs and training courses should be based on comprehensive characteristics and learning principles and regardless of time constraints.

Happiness creates a positive feeling towards personal and organizational life in nurses and also leads to better job performance, increased commitment and responsibility in the nurses' work environment. Oneness behaviors and Religiosity that arise from the beliefs and worldview of nurses can create a better understanding of the relationships in the environment and influence their happiness. The purpose of this research is to investigate the effect of oneness behaviors and religiosity on the happiness of nurses in a Pasargad hospital, and the effect of these two variables was also investigated with the mediation of mindfulness.

The present research method is descriptive-survey. The statistical population included 180 nurses of Pasargad hospital in Tehran in 1402. 123 people were selected from the statistical population by simple random sampling method and standard questionnaires were used to collect data and their reliability and validity were confirmed. Questionnaires were distributed among the nurses of different parts of the hospital within three days and after ten days they were referred to collect them. Structural equation modeling was used to analyze the research data using SMART-PLS software.

Oneness behaviors (t=413.3, β=0.324) and religiosity (t=2.810, β=0.262) have a positive and significant effect on nurses' happiness. Also, oneness behaviors and religiosity through mindfulness also increase the happiness of nurses. According to the vaf index, 25.6 percent of the effects of oneness behaviors on happiness are through the mediation of mindfulness, which is 31.9 percent in the index related to religiosity.

According to the findings of the research, it is possible to increase the happiness of nurses by strengthening oneness behaviors and religiosity. Also, these factors can make nurses happier through mindfulness. The training of mindfulness techniques can create a better understanding of difficulties and sufferings in nurses and cause more satisfaction in them.

The purpose of this research is to explain the requirements and platforms of intelligent human resources management with the approach of digital transformation. Considering the expansion of the functions of transformative technologies in businesses and the growth of knowledge measures, the necessity of explaining and designing a model of foundational components in the human resource management systems of knowledge-based companies plays a great role in their excellence. In terms of the purpose of this study, it is an applied-developmental research and it was carried out with a cross-sectional survey approach. The panel of experts to gather opinions and identify basic categories includes fourteen academic experts, human resource managers and digital transformation managers in knowledge-based companies. In order to identify the underlying categories of smart human resource management based on digital transformation using the theme analysis method and MaxQDA software, to finalize the themes using the fuzzy Delphi method and to identify the degree of effectiveness, the degree of influence and the degree of centrality and draw a graphic map using the fuzzy cognitive mapping method and We have benefited from FCMapper software. Based on the analysis, it can be acknowledged that smart strategic management has the highest degree of centrality among the variables, and then intelligent leadership has the highest degree of centrality, and regarding the highest degree of output as the most influential variable on the modeling done, it can be called strategic management. Smart pointed out. Therefore, in designing an intelligent human resource management system, it is appropriate for organizational managers and designers to pay special attention to the important role of strategic management, so that by correctly determining the philosophy and existential nature of the organization and correctly and accurately determining the organizational identity, they can help how to use other dimensions.

Positive Character Strengths can be defined as characteristics that allow an individual to function at their personal best. The strengths are especially important for knowledge acquisition and problem solving. Knowing the dimensions of character strengths is effective on business continuity and development. Therefore, this research aims to investigate the impact of positive character strengths to business continuity with the mediating role of resilience and moderating social responsibility in corona-drive conditions. The statistical sample of this research includes 240 managers of service businesses in Isfahan. In order to data collection, the questionnaire and convenience sampling method were used. The reliability and validity of the research constructs using Cronbach's alpha and average variance extracted (AVE) were confirmed. Research hypotheses were checked with the help of Smart PLS3 software. The results of the research showed that positive character strengths have a positive and significant effect on resilience. As well as, resilience has a positive and significant effect on business continuity. In order to promote the business continuity of through the positive character strengths, emphasis should be placed on resilience. Also, four important functions of character strengths; the virtues of wisdom, self-control, courage and excellence have a positive and significant effect on resilience. Two other functions of character strengths; the virtue of humanity and justice has no significant effect on resilience. It should be noted that the social responsibility-moderating variable does not moderate the relationship between resilience and business continuity in the Covid-19 era.

The purpose of the current study was to design a paradigm model in order to establish idiosyncratic deals within private companies of Iran. In this research, a qualitative method based on the grounded theory was utilized. Semi-structured interviews and Strauss and Corbin data analysis were conducted to gather the data. Sampling was carried out using a theoretical sampling approach, and purposive-judgmental and snowball sampling techniques. After analyzing the results of the interviews with 19 professors and experts within private companies, in the process of open, axial, and selective coding, an idiosyncratic deals paradigm model was presented with 6 topics and 28 concepts. Based on the results, the casual factors influencing idiosyncratic deals within private companies are as follows: “hierarchical structures”, “motivation and collaboration”, “wage payment systems”, “resilience”, “behavior and task-oriented leadership style”, “employment limitations”, “lack of satisfaction among employees”, and “unwillingness to change”, the”, “strategic vision of the company”, and the intervening conditions are “managers’ support”, “negotiation power”, “management personal traits”, “leader-member exchanges”, “Adhocracy system within the company”, “meritocracy strategies”, “increased employees’ bargaining power”, “flexible work environment”, “providing novel ICT platforms”, “structural changes”, “improving service compensation system”, “decentralization”, “psychological empowerment”, and “holistic communication”. Moreover, establishing idiosyncratic deals can have “personal consequences” as well as “organizational consequences”.

A light triad is an alternative structure to the dark triad, which consists of Kantianism, humanism, and faith in humanity. Public organizations play a significant role in Iran because of their strong influence on the lives of the Iranian nation and this structure can positively impact public organizations.  As a result, the manifestation of the light triad personality by managers and key people in Iran’s public organizations is important. This study aims to add to the body of knowledge in this field by investigating the cause and effect of manifesting consequences of the Light Triad personality of managers in Iranian public organizations.
This study uses a mixed methodology combining qualitative and quantitative research. It employs a deductive-inductive logical approach, as well. Professors and middle and senior managers from Iranian public organizations participated in the qualitative phase of the current study. Twenty individuals were sampled using the snowball technique and the purposive sampling method to achieve the research objective. Participants in the quantitative phase of the research included middle and senior managers from government agencies, and 42 managers from this field participated in this study, using stratified random sampling. Face-to-face interviews with open questions were conducted during the qualitative phase. Following that, the light triad of managers’ personalities in public organizations was coded, and the consequences were identified. The codes obtained from the interviews were provided to the interviewees to verify the accuracy of coding and concept extraction.
Based on the data gathered from semi-structured interviews, this study identified 14 consequences of light triad manifestations of the personality of public organization managers. The cause and effect of the Light Triad personality of managers were investigated using the DEMATEL method. The DEMATEL method analyzes causal relationships between complex and multiple factors to build a structural model. To solve complex problems, a group of experts outlined the cause-and-effect relationships between various factors. This study used the DEMATEL method to evaluate the quantitative data to obtain comprehensive and accurate information. According to the DEMATEL analysis, the top influencing factors were a positive mental image, leader-follower exchanges, employee retention, and integration. Furthermore, the top factors affected by other outcomes were organization development and excellence, organizational satisfaction and trust, effective communication, and benevolent orientation.
The Light Triad personality of managers has beneficial effects on employees' organizational life. However, this factor has been overlooked by management and organizational researchers since its introduction. Managers, researchers, and human resource practitioners must be aware of this new personality structure to enrich and operationalize the research literature in organizational settings.

The current research aimed with the design and explanation of the model of transparent governance based on the teachings of Nahj al-Balagha.

This research was carried out using a qualitative method. The current research has been conducted in two phases. In the first phase, in order to extract the basic topics, reference was made to Nahj al-Balagheh, and in the second phase, interviews were conducted with experts.

The results of thematic analysis in the first phase led to the identification of 493 basic themes and in the second phase 48 basic themes. Then, the extracted basic subjects were classified in the form of organizing subjects and comprehensive subjects, and a network of subjects was formed. Finally, after collecting the opinions of experts, the results of the work have been presented as a model of transparent governance based on the teachings of Nahj al-Balagha.

This model includes 58 basic themes related to 4 organizing themes of religious transparency (8 components), behavioral transparency (28 components), and structural transparency (15 components) and economic transparency (7 components) under the comprehensive theme of transparent governance based on the teachings of Nahj al-Balagha.

Social undermining is a specific type of aggression in the workplace that has been investigated for more than two decades. However, it has not received as much attention as it should in the field of managerial research. The purpose of this study was to investigate the mediating role of organizational silence and emotional exhaustion in the relationship between social undermining and organizational deviant behaviors. The study was applied in terms of purpose and descriptive-survey in terms of data collection and analysis. The statistical population of the study consisted of 235 employees of the West Azerbaijan Electricity Company. For the evaluation of social undermining, emotional exhaustion, organizational silence, and organizational deviant behaviors, the questionnaires of Duffy et al. (2002), Maslach and Jackson (1981), Van Dyne et al. (2003), and Bennett and Robinson (2000) were used, respectively. Through simple random sampling, 160 questionnaires were distributed, out of which 134 questionnaires were completed and returned. Data analysis and testing of research hypotheses were performed by structural equation modeling and Amos software. The results showed that social undermining of the colleagues would lead to deviant organizational behaviors of employees. In addition, the mediating role of organizational silence and emotional exhaustion in this relationship was confirmed.

This research seeks to investigate the factors affecting strategic green human resource management in manufacturing dairy products. The statistical population included 413 senior executives of 59 manufacturers of dairy products who were members of the Iranian Dairy Industry Association in 1399. To estimate the sample size, a stratified random sampling method and the Cochran formula were employed. The sample included 212 people. The data collection instruments included a structured green human resource management questionnaire based on Jabor (2010) and both in-person and phone interviews. The data were analyzed using SPSS software version 23 at two descriptive and inferential levels. In the inferential level, Kolmogorov-Smirnov tests, Pearson correlation, regression analysis and Friedman were used.The findings show that internal factors (82.7%) are more effective than environmental factors (79.8%) on green human resource management in the dairy industry. Also, it was found that the strategies for improvement and maintenance and maintenance of attraction and output strategies are effective in the management of green human resources in the dairy industry. Additionally, there was a significant and positive correlation between the four internal factors (technical, organizational, cultural and market) and human resource strategies in the dairy industry. The most important factor affecting the management of green human resources in the dairy industry was found to be organizational factors. The findings of the present study can function as a practical guide to fulfill strategic green human resource management in the dairy industry for senior executives in this industry.