دکتر مهرداد صادقی

The current research is different from these previous works in terms of volume, time period, method and analysis. First, the analysis is based on a meta-combination method, which allows rich data to be combined with fewer subjective or interpretive biases. Unlike the previous studies, concepts and dimensions, antecedents, consequences and strategies are examined. At the same time, a larger volume of articles has been examined. The current research completes the previous researches and provides a more objective report of the evolution of this research topic. Most of the researches have investigated some aspects and factors affecting knowledge hiding in organizations in a scattered manner. But clearly, a complete integration of existing researches in this field has not been done. Also, an integrated model that brings cause and effect relationships in the form of a conceptual model has not been edited. Therefore, taking into account the existing vacuum of research, an attempt has been made to provide coherence to the scattered researches in this field and provide researchers and managers with a summary of the studies conducted in this field. Considering the importance of knowledge concealment in organizations, this research seeks to provide a conceptual model of knowledge concealment in organizations through the metacombination method. Therefore, with all the factors mentioned above, the current study intends to answer the following questions: 1. What are the key components of knowledge concealment in organizations? 2. What is the conceptual model of knowledge concealment in organizations?

Literature Review:

Knowledge concealment is defined as "an individual's deliberate attempt to conceal knowledge requested by another". Hiding knowledge is not always deceptive (Bari et al., 2019), employees may avoid sharing knowledge due to confidentiality. Although the reasoning behind such a decision may seem logical, it still limits access to knowledge (Xiong et al., 2021, Yuan, Yang, Cheng, & Wei, 2021). However, most efforts to facilitate knowledge transfer end without success, because employees are unwilling to share their knowledge (Mahmoud & et al., 2021). Researches show that hiding knowledge weakens social relations, creativity and innovation of employees and thus reduces the performance and achievements of the organization (Cerne et al., 2017). Also, it suppresses the absorption capacity and creativity at the team level (Fong et al., 2018). It is obvious that hiding knowledge is likely to reduce the efficiency of knowledge exchange among members, prevent the generation of new ideas/thoughts, or even destroy trust (Connelly & Kelloway, 2012). Hiding knowledge increases the risk of knowledge loss and inhibits the creativity of individuals and teams in the organization (Cern et al., 2014; Bogilovich et al., 2017). The consequences of knowledge concealment are quite alarming. For example, knowledge concealment fosters negative attitudes and behaviors, creates interpersonal mistrust (Arain et al., 2020), damages relationships (Connelly and Zweig, 2015), knowledge concealment reciprocity (Cern et al., 2014), the desire to leave the job (Ofirgilt et al., 2018) and creating deviant behaviors in the workplace (Singh, 2019). Reduction of positive work attitudes and behaviors and reduction of job satisfaction (Ofirgilt et al., 2018), reduction of self-efficacy (Arain et al., 2019), reduction of organizational citizenship behavior (Arain et al., 2020), reduction of creativity and innovative work behavior (Bogilovi´ c et al., 2020), and reduced performance (Singh, 2019). In this regard, it is necessary to solve the problem of insufficient knowledge sharing by eliminating knowledge hiding and facilitating knowledge transformation in organizations.

The current research was conducted with a qualitative approach and due to the existence of many new documents in the field of knowledge concealment in organizations and the possibility of their combined analysis, a meta-composite qualitative research method was used. Metasynthesis is the combination of interpretations of the main data of selected studies. Data analysis in the current research was done based on the metacombination method based on the seven-step model of Sandelowski and Barroso (2007). The mentioned method includes the stages of setting research questions, systematic review of texts, searching and selecting suitable texts, extracting information from texts, analyzing and combining qualitative findings, quality control and expression of findings.

The findings showed that 555 concepts, 155 subcategories and 25 main categories were extracted, which include causal conditions (organizational factors, individual factors, occupational factors, group factors and knowledge factors), background conditions (personality characteristics, work factors, technical and environmental factors), political factors and cultural factors), intervening conditions (emotional characteristics, emotional characteristics and social factors), strategies (leadership style, strengthening intelligence, strengthening interpersonal communication, strengthening organizational communication, strengthening performance, strengthening Islamic values, strengthening voluntary behaviors and implementation of knowledge management), consequences (occupational, group, organizational and individual).

The present study showed that hiding knowledge is driven by different reasons at multiple levels. Regarding the multi-level nature of the antecedents of knowledge concealment and determining different ways to manage hidden knowledge in organizations, it enhances the understanding in the field of organizational behavior. Since the researches about knowledge concealment were strongly focused on the interdependencies of the perpetrator and the target due to mistrust and mutual behavior until now. Also, the present research showed that not only the antecedents of knowledge concealment are multifaceted, but also the consequences of this behavior. By integrating this insight into the organizational and management literature, the current research is related to the researches (Xiao and Cook (2019), de Garcia et al. (2022), Rezvan and Takahashi, 2021; Chern et al., 2014; Connelly and Clovey, 2003; Connelly and Zweig, 2015; Conley et al., 2013; Webster et al., 2008).

The present study integrates separate pieces of literature to explain why employees engage in knowledge concealment, thereby connecting disparate pieces of the knowledge concealment puzzle to develop a broader understanding of why employees engage in knowledge concealment. The present study provides a systematic review of knowledge hiding. This was done to identify conceptual patterns about knowledge hiding in organizations between 2012 and 2020 AD and 1391 to 1401 AD. This research is not without limitations. Databases such as Iran Doc, Iran Mag, Normagz, Comprehensive Portal of Human Sciences, Joishgar Alam Net, internal magazines, Google Scholar, Science Direct, Emerald were used as databases, and some other databases may not have been reviewed in this matter. As a result, this review may not cover the full spectrum of the scientific literature on knowledge hiding. In the future, to reduce publication bias, it would be interesting to include other databases to search for interesting texts, for example, work published in journals (ESCI). Second, research on knowledge concealment is emerging, and some researchers may argue that it is not yet mature enough to examine the research field.

Analysis of the influencing components of Iran's national culture on Iran's regional power in West Asia is the aim of this research. customs and feelings that the people of a nation have learned from each other. The method of this research is content analysis with a quantitative approach based on questionnaires. The statistical population consists of 200 elites in the field of national culture, including: professors of the University of Isfahan province and outside the province, cultural centers and strategic managers, which is randomly confirmed through Cronbach's alpha and a researcher-made questionnaire in the form of a press line is available to the questioners. After collecting information through 2 descriptive statistics (demographics including age and sex, education) and inferential statistics (sample t-test, factor analysis, etc.), it has been analyzed through spss software.In response to the research questions about the overall impact of national culture on regional power, two components of territorial position and Iranian arrogance and pride have had an impact on regional power from the national dimension, but the rest of the components, customs, Iranian history and civilization. Ethnic and religious elements, hospitality, humanitarian aid and support for the oppressed and deprived have not been effective. In the religious and value aspect of all components, seeking martyrdom, supporting the liberation movements, defending the Islamic system and values, religious democracy model, provincialism, expectation and saviorism according to the identity status and religious relations and sharing with some neighbors over regional power

Organizational citizenship behavior plays an important role in improving the service quality of organizations, including education organization. Therefore, the aim of this study was to evaluate the relationship between the categories of organizational citizenship model in the education.

This study in terms of purpose was applied and in terms of implementation method was descriptive from type of correlation. The research population was the education managers and workers of Babol province in Iraq country, and according to Cochran's formula the sample size was determined to be 385 people which this number was selected by available sampling method. The research tool was a researcher-made questionnaire of organizational citizenship in the education with 61 items, which its data were analyzed by exploratory factor analysis and partial least squares in SPSS-22 and Smart-PLS-4 software.

The findings showed that the central phenomenon of organizational citizenship in education had 10 components in 5 categories of causal conditions, contextual conditions, intervening conditions, strategies and consequences (each one two components), which all of components had a factor loading of higher than 0.50 and all of them had Cronbach and combined reliability of higher than 0.70. Also, the correlation coefficients of the categories of causal conditions, contextual conditions, intervening conditions, central phenomenon, strategies and consequences were less than 0.45 and were indicated their non-overlapping. In addition, according to the indicators of commonality and redundancy, the organizational citizenship model in the education had a good fit and the effect of causal conditions, contextual conditions and intervening conditions on the central phenomenon, the effect of central phenomenon on the strategies and the effect of strategies on the consequences were significant (P<0.05).

The designed organizational citizenship model in the education can help to education managers, officials and planners in designing programs to improve the organizational citizenship in this organization.

The main purpose of this study is to investigate the impact of organizational culture on deviant behaviors in the workplace through work-family conflict and personality traits.

The current research is applied in terms of its purpose and descriptive in terms of correlational data collection.The statistical population of the present study was made up of all the employees of the Isfahan Islamic Azad University (Khorasgan) in the number of 660 people, 244 people were selected as a sample through the Cochran sampling formula through the stratified sampling method proportional to the size, the research tool was the Hofstede standard organizational culture questionnaire (2001). and the standard questionnaire of deviant behaviors in the workplace by Bennett and Robinson (2000) and the questionnaire of work-family conflict by Carlson (2002) and the standard questionnaire of personality characteristics by McCrae and Costa (1992) that the validity of the questionnaires was based on content validity using the opinion The experts were formally examined based on the views of a number of the statistical community and the structure was examined by factor analysis method and after the necessary terms, validity was confirmed and on the other hand, the reliability of the questionnaires was determined by Cronbach's alpha method, respectively (0.88), (85) (0.0), (0.89) and (0.81) were estimated.Data analysis was done at an inferential level including structural equation modeling.

The results of the research showed that organizational culture has a positive and significant effect on deviant behaviors in the workplace through work-family conflict, and the coefficient of this effect was 0.170, and it has a positive and significant effect on deviant behaviors in the workplace through personality traits. The coefficient of this effect was 0.130 and also organizational culture has a positive and significant effect on deviant behaviors in the work environment, which the coefficient of this effect was 0.200.

Deviant behaviors in the workplace are an important issue for universities because of their impact, because they weaken organizational citizenship behaviors, reduce productivity, and increase phenomena such as absenteeism and employee withdrawal.Therefore, these behaviors must be properly managed by organizations and managers, and organizational culture, work-family conflict, and personality traits have been among the factors influencing these behaviors.

The present study was aimed at determining factors and representing a model for personalized advertising by the mixed method. In the qualitative phase, using the Meta-Synthesis method based on the seven-stage model of Sandelowski and Barroso, related sources between the years 1399-1399 AH and 2021-2000 AD were studied, and 42 references were selected. The data were analyzed using Strauss and Corbin model during three stages of open, axial, and selective coding. The Conclusion The output of the qualitative phase was the discovery of 137 concepts, 29 sub-categories, and 9 main categories presented in the conceptual model. The research method was descriptive-correlative based on structured equation modeling and the statistical population consisted of all of the customers of Digikala in the Year 1398 which used the Cochran formula for an unlimited community, 348 members were selected for criterion- targeted Sampling method. The data collection tool in the quantitative phase was a researcher-made questionnaire taken from the qualitative phase with 137 items. After confirming its validity (face, content, and construct) and reliability (Using Cronbach's alpha method), the structural equation method was analyzed. Findings showed that Perceived usefulness and perceived costs had the most significant impact on market management strategy, respectively. At the same time, a market management strategy has the most significant impact on attitude outcomes.

The purpose of this study was to investigate the effect of organic and mechanical structures on organizational performance with the moderating role of organizational culture.

The present study was conducted by descriptive correlation method. The statistical population of the present study included Toka Foolad (public joint stock) investment companies with 24 companies with 5340 employees, which was extracted by stratified sampling method with a volume of 363 samples. In order to determine the sample size, Cochran sampling formula was used. The collection tool of this research is standard questionnaires including; the organizational structure was Vega and Januzas in 1979, Denison's organizational culture in 1999 and the organizational performance of Nadi and Hazeghi [1]. The content validity of the questionnaires was confirmed by the supervisor and several thematic experts and the face validity was confirmed by several members of the statistical community 0.839, 0.820 and 0.868 were estimated. Analysis of research data at two descriptive levels using statistics such as mean and standard deviation and inferential using structural equation model, etc. was performed by SPSS 26 and warp pls 6 software.

The results showed that Mechanical and organic structures affect organizational performance with coefficients of -0.37 and 0.32, respectively, but organizational culture does not moderate these relationships.

Originality/Value:

 In this research, the effect of organic and mechanical structures on organizational performance with the moderating role of organizational culture has been studied and analyzed.

Sustainable consumption, especially with the growing trend of the urban population on the one hand and the problem of governments in providing food for a sustainable life, is considered a fundamental issue that developing countries try to control to a large extent through lifestyle management. The current research in the Ministry of Trade of Iraq is trying to identify the challenges of lifestyle management in the field of sustainable consumption policy. The research method is combined (qualitative and quantitative) which was carried out in the first phase of the thematic analysis using the six key steps of Braun and Clarke (2006); the data collection tool was a semi-structured and in-depth interview. The validity of the research data was confirmed by returning to the interviewees and external auditors. The research community was experts in the field of trade and commerce, of which 12 people were interviewed until data saturation. Sampling was done in a targeted method dependent on the criterion. In the second phase, the research was conducted with second-order factor analysis through AMOS software. The tool for collecting information was a researcher-made questionnaire, whose validity was confirmed through face and content validity. The results of this research showed that 57 primary codes, in the form of 13 main codes, were placed in 4 categories of governance performance, consumer activism, information and media influence, environmental and climate requirements. The results also showed that the factor analysis model of the identified components has a suitable fit, and the factor weight of the components was estimated as governance performance (0.94), consumer activism (0.87), information and media influence (0.85), environmental and climate conditions (0.69). Based on this, it can be concluded that governance and government components play a more important role in lifestyle management.

Today, the advent of native advertising has changed the advertising landscape, localized advertising is the latest trend in hybrid content that has similar features to content marketing, journalism and important content with financial support and also depends on the digital environment of the host media.This study aims to design an effective model of localized advertising on social networks. To answer the main question of the research, content analysis method was used. The field of research of all foreign articles is localized advertisements In this research, topics related to the effectiveness of localized advertising are extracted from articles, which after clustering, combining and deleting common codes; 61 key themes, 18 integrating themes and four macro themes were obtained.In order to explain the validity of the research, the exploratory and confirmatory model approach was used, which shows the acceptable validity of the result s. Holstay method was used to evaluate the reliability, based on which the reliability was calculated to be / 85. And was higher than the standard value of 0.7. Research results show that localized advertising is effective. The use of advertising strategies also play an important role in the effectiveness of native advertising

One of the main challenges facing today's management is the development of organizational culture and leadership styles in which knowledge management is valued. Therefore, it is important to know the factors affecting knowledge management. Undoubtedly, knowledge management will have a great impact on the organization and employees. Knowledge management tries to introduce or strengthen knowledge as a high value in organizational culture, and knowledge management tries to introduce and strengthen knowledge in management styles, and the knowledge of managers and employees creates efficiency, effectiveness and productivity in On the other hand, the cultural dimensions of Hofstede's model have been used in various researches in the field of management and culture, and considering the role that cultural differences at the national and organizational level have on the capacity to absorb knowledge, the importance of Cultural factors affect the processes of knowledge absorption and transfer, and despite the research done, two theoretical deficiencies can be seen in this section, firstly, the role of organizational culture and leadership styles on knowledge management in Iran has not been thoroughly investigated, and secondly, in Most of the conducted researches, the organizational culture factor of Hofstede's model has not been investigated in detail, and thirdly, the subject of this research has not been done in cultural organizations, therefore, the main goal of this research is to investigate the effect of leadership style (Hersey and Blanchard's model) and organizational culture. Hofstede's model) is based on knowledge management. As the statistics show, 50% of the problems of implementing knowledge management are related to culture and human resources (Jalali et al., 2014) and in order to change and share knowledge among their members, organizations must have a capable leader to change the culture. (Heidari et al., 2013). Many researchers have examined knowledge management in organizations from different perspectives. For example, the influence of organizational culture (Park et al., 2010. Kumar, 2011. Voivora, 2013) and leadership style (Birouznoff, 2013, Bryant, 2003. Crawford, 2005) (knowledge management) has been investigated, but little research on organizational culture (Hofstede's model) and leadership style (Hersey and Blanchard model) has been conducted on knowledge management and in addition, most of the researches have been conducted in western countries and none of them have been conducted among the faculty members of universities, which doubles the necessity of conducting this research. Therefore, this research is conducted with the aim of determining the relationship between organizational culture (Hofstede's model) and leadership styles (Hersey and Blanchard's model) with knowledge management among the faculty members of Isfahan Islamic Azad University (Khorasgan).

Literature Review:

Torabi and Alden (2017) in a research called the effect of knowledge management on the productivity of the organization: a case study they conducted in Kausar Bank of Iran concluded that the willingness of employees to share knowledge and, accordingly, the sharing of implicit knowledge had a direct effect on productivity. Shujahat et al. (2016) in a research entitled the effect of knowledge management on innovation with the mediating role of knowledge workers' productivity reached the conclusion that knowledge management had a positive effect on innovation with the mediating role of knowledge workers' productivity. Mohammad Zaki et al. (2016) in a research entitled The relationship between the leadership style of managers and the level of organizational learning among the employees of the National Accounts Court and with a descriptive method of correlation, they concluded that there was a significant relationship between the leadership style of managers and the level of organizational learning among the employees of the National Accounts Court and also The results showed that the amount of organizational learning of employees increases the closer they get from the authoritarian-exploitative leadership style to the collaborative style. The study conducted in America concluded that the leadership style and knowledge management had an effect on the acceptance of technology. Qurbani Azar et al. They made a correlation and concluded that there was a significant relationship between organizational culture and knowledge management. And among the components of organizational culture, individual creativity was more related to knowledge management. Crawford (2010) in a research entitled the relationship between knowledge management and transformational leadership, which he conducted with a correlational descriptive method, concluded that in this research, there was a meaningful relationship between transformational leadership, functional leadership, and freedom leadership with knowledge management.

The current research is practical in terms of its purpose, because it deals with the application of the proposed variables to help knowledge management. On the other hand, the mentioned research is descriptive in terms of the method of collecting information, because it examines the effects of organizational culture and leadership styles on deals with knowledge management and examines the relationships between the mentioned variables in the form of structural equation modeling. The statistical population in the present study includes all the employees working in the faculty members of Islamic Azad University, Isfahan branch (Khorasgan) numbering 380 people. Including the sample size from Cochran's formula, 180 people have been estimated. In this research, a stratified sampling method proportional to the volume has been used.

That the research hypothesis is confirmed at 95% confidence level. In the explanation of the hypothesis test, it should be said that according to the critical value of CR, which is more than 1.96 for the hypothesis, and the P value, which is less than the error level of 0.05, the research hypothesis is confirmed at the 95% confidence level. Therefore, organizational culture has a positive and significant effect on leadership styles, and organizational culture has a positive and significant effect on knowledge management, and leadership styles have a positive and significant effect on knowledge management.

This research, which was conducted with the aim of investigating the relationship between organizational culture (Hofstede's model) and leadership styles (Hersey and Blanchard's model) with knowledge management among the academic staff members of Isfahan Islamic Azad University (Khorasgan), provides evidence of the role of organizational culture (model Hofstede's) and leadership styles (Hersey and Blanchard's model) were obtained by knowledge management among the academic staff members of Islamic Azad University, Isfahan branch (Khorasgan). Hersi and Blanchard) it was confirmed that there is a relationship with knowledge management among the academic staff members of Isfahan branch of Islamic Azad University (Khorasgan).

Findings from the present study are aligned with Hoshangi et al.'s research (2014) that organizational culture and leadership styles had an effect on knowledge management, and also with Mashbaki et al.'s research (2015) that leadership styles had an effect on knowledge management. It is direct and also with the research of Crawford (2010) that there was a meaningful relationship between transformational leadership, functional leadership and freedom leadership with knowledge management, and Boersox (2012) that leadership style and knowledge management had an impact on technology acceptance, and Mohammad Zaki et al. (2016) stating that there is an indirect alignment between the leadership style of managers and the level of organizational learning among the employees of the National Audit Office, and to explain this finding, it can be said that by strengthening and strengthening the organizational culture On the one hand, employees accept knowledge management more easily, and on the other hand, knowledge creation, knowledge sharing, knowledge application and knowledge storage are done more effectively in organizations. And on the other hand, they expressed leadership styles as agents of change. Because the organization must have a capable leader to change the culture in order to be able to change and to be able to accept and share knowledge in the organization among the members.

The main purpose of this study is to identify and prioritize the indicators affecting Collective thinking base Supreme Leader's Views. To achieve this goal, data were collected in two stages (qualitative and quantitative) using The exploratory Sequential method. Initially, while studying the research literature, through structured and semi-structured interviews with 11 academic executives and experts selected by theoretical sampling, the key components of reflective thinking were identified in 85 key concepts, 15 sub-criteria, and 5 identification criteria. Using the Delphi method, 20 panelists (academic and practice), reached consensus on the components of reflective thinking in the qualitative part after four rounds and the validity of the qualitative part was also confirmed by the Kendall’s correlation coefficient (k = 0.89) as well as the chi - square test. According to the findings of the qualitative phase, a questionnaire was designed in quantitative part which its reliability was estimated at 0.93 by Cronbach's alpha method after reliability and content validity (Lavshe method), and were done through the participation of 84 of the researchers and employees of the University of Imam Hussein, which were selected according to stratified random sampling method. The quantitative data analysis method was implemented at both descriptive and inferential levels (Friedman) through SPSS 22 software The research findings have been identified indicators affecting reflective thinking and include criteria such as leadership discourse, strategies, foundations, Islamic viewpoints and ultimately the consequences of reflective thinking which the highest score of Freedman is related to reflective thinking bases with minimum value 44.72 and lowest score for strategies with score 40.65.it can be concluded that, if organizations pay attention to the reflective thinking paradigm, we can see the emergence of organizations with the characteristics such as Knowledge Creation, being learner and ultimately having a systematic approach.

.The aim of the present study is to determine the effects of supervisor rudeness on job entanglement and organizational cynicism with the mediating role of employees' self-efficacy. The statistical population of this study was all the employees of Chaharmahal and Bakhtiari universities, whose number is 2255, according to the size of each The sample size of 660 people was selected using the Cochran formula, and the sample people were selected using the stratified sampling method according to the size of each stratum. To collect the required data in this research, standard questionnaires were used and their validity and reliability were tested, and they were highly valid and reliable. The results of the analysis conducted in the research showed that supervisor politeness through employees' self-efficacy has a positive and significant effect on job entanglement, and the coefficient of this effect is 0.11, and supervisor rudeness through employees' self-efficacy has a positive and significant effect on organizational pessimism. It has a positive and significant effect, and the coefficient of this effect is 0.22, and the direct effect of the supervisor's impoliteness on job entanglement is also significant and positive. The coefficient of this effect is 0.12 and also the direct effect of supervisor's impoliteness on organizational pessimism is significant and positive. The coefficient of this effect is 0.52

The purpose of this research is to determine the effect of dark personality traits on organizational citizenship behavior through incivility in the workplace and Islamic work ethics. The present study was applied in terms of its purpose and descriptive in terms of correlational data collection. The statistical population of this research was all the employees of Chaharmahal and Bakhtiari universities, whose number was 2255 people, according to the size of each university, a sample size of 660 people was selected using Cochran's formula, and the sample people were selected using the stratified sampling method. They were selected according to the size of each floor. The research tool was the standard questionnaire of the dark personality traits of Jones and Paulus (2014), the standard questionnaire of Islamic work ethics of Al-Dalimi  (2020) and the standard questionnaire of organizational citizenship behavior of Lee and Allen (2002) and the standard questionnaire of incivility in the workplace by Cortina et al. (2001) that  the validity of the questionnaires was examined based on the content form and structure validity and after the necessary terms the validity was confirmed and on the other hand the reliability of the questionnaires was 0.90 and 0.88 respectively with Cronbach's alpha method. 0.90 and 0.88 were estimated and data analysis was done with the help of structural equations in Warp software. The results of the research showed that dark personality traits have a negative and significant effect on organizational citizenship behavior through Islamic work ethics, and the coefficient of this effect was -0.22, and through incivility in the workplace, it has a negative and significant effect on organizational citizenship behavior. The coefficient of this effect was -0.80 and the direct effect on organizational citizenship behavior was also significant and negative. The coefficient of this effect was -0.70.

The Purpose of thise study is typology of media organizations' brand personality with a thematic analysis approach(Case study: Iranian TV channels and Persian language satellite TV channels) To reach Network of themes.

In order to answer the main research question, thematic analysis method was used. Three major themes have been identified with the titles of brand credibility, brand femininity-masculinity, brand modernity. The area of research has been all reputable databases such as Obsco, Emerald, Science Direct, Elsevier, ProQuest and articles related to the field of brand, brand personality and media organizations.

Based on the thematic analysis approach, an attempt was made to extract themes related to the brand personality of media organizations. Which after clustering, Merge and delete shared codes: 133 key themes, 8 integrating themes and 3 macro themes were obtained. Lincoln and Guba approaches were used to explain the validity of the study, which shows the acceptable validity of the results. Holsty method was used to evaluate the reliability, based on which the calculated reliability was 0.911 and higher than the standard value of 0.7.

The results were analyzed in the form of a network of themes and led to the development of the final research model.

National culture includes all the thoughts, ideas, customs and feelings that people of a nation have learned from each other. The purpose of this study is to analyze the influential components of Iranian national culture on the power of Iranian regions in West Asia. The method of this research is based on a qualitative approach and content analysis method based on interviews and quantitative study based on a questionnaire. The statistical population consists of 30 elites in the field of national culture, including: professors of Isfahan University and abroad, cultural centers and strategic managersBased on the conceptual model drawn in order to determine the relationship between items, dimensions and subject, the questionnaire coefficient questionnaire was developed and distributed, collected and analyzed in the expert community. Based on the results of factor analysis, 116 out of 119 indicators of the questionnaire had a factor load higher than 0.30 and was confirmed.According to Cronbach's alpha, for national culture questionnaire with national dimensions (0.950) and religious (0.960) equal to (0.972) and for regional power questionnaire with (8989) has been calculated and according to the coefficient values Cronbach's alpha, it can be inferred that the research tool has a relatively good reliability.

The purpose of this research is to determine the effect of Islamic leadership principles on employee commitment. The current research is applied in terms of its purpose and descriptive in terms of correlational data collection. The statistical population of the present study was made up of all the employees working in (case of study: Isfahan Islamic Azad University (Khorasgan) branch) in the number of 660 people, through the Cochran sampling formula, the number of 244 people as a sample through the stratified sampling method proportional to the volume were chosen. The research tool was the standard Islamic leadership questionnaire by Khaliq and Ugansola (2011), and the standard organizational commitment questionnaire by Mayer and Allen (1990). On the other hand, the reliability of the questionnaires was estimated by Cronbach's alpha method as 0.77 and 0.88, respectively, and data analysis was done at an inferential level, including structural equation modeling. The research results showed that the direct effect of honesty on employee commitment The coefficient of this effect is 0.65 significant, and trust on the commitment of employees is significant, the coefficient of this effect is 0.77, and also justice is significant, the coefficient of this effect is 0.66.

The purpose of the present study is to determine the effect of Islamic leadership and Islamic work ethics on the Islamic performance of employees with the mediating role of Islamic organizational culture. The current research is applied in terms of purpose description, and  correlational data collection. The statistical population of the present study was consisted of all the employees working in (case of study: Islamic Azad University, Isfahan branch (Khorasgan)) including  660 employees. With the help of   Cochran sampling formula, the number of 244 employees through the stratified sampling method  with proportional to the volume were selected. The research tools were the standard Islamic leadership questionnaire by Fabriani et al. (2018 ) ,  the  standard Islamic work ethics questionnaire by Ali and Al-Kazemi (2007), the standard Islamic organizational culture questionnaire by Fazlur Rahman and Fawad (2022), and finally  standard Islamic performance questionnaire by Marsudi et al. 2019) The validity of the questionnaires was examined based on content, form and construct validity. After adding the necessary terms, the validity was confirmed and  the reliability of the questionnaires calculated as 0.90, 0.90, 0.92 and 0.92 and data analysis was done at an inferential level including structural equation modeling. The results of the research showed that Islamic leadership, Islamic work ethics and Islamic organizational culture have a positive and significant effect on the performance of employees. On the other hand, Islamic leadership with the mediation of Islamic organizational culture had a significant effect on the performance of employees.

In times of economic crisis, businesses and individuals take on more responsibility for higher education institutions; Higher education institutions are expected to have more efficient graduates and to be able to better meet the needs of employers. Universities face many challenges in developing macroeconomics and the needs of the local community. In order to survive in the higher education market, it is necessary to formulate policies that consider them as providers of educational services, and students, faculty and staff as the most important direct stakeholders. Therefore, it is necessary to study the effects of internal branding. From this research, the consequences of internal branding have been identified and ranked with the approach of structural equations of Islamic Azad University, Khorasgan branch. The present study is an applied research and in terms of the method of conducting a mixed research (qualitative-quantitative). The statistical population of the study is 12 experts. In the qualitative part, their opinions have been used to identify the effects and for modeling, the statistical population consists of a group of experts and professors of Khorasgan University, whose number was 440 people. Then, according to Krejcie and Morgan table, the sample size 205 people were obtained. Sampling method. In this research, sampling is available. Internal brand effects are first identified by Delphi technique, then structural equations and confirmatory factor analysis are modeled and ranked. Finally, the results showed that the internal branding consequences of Khorasgan University have 6 major outcomes for the organization, which are in order of priority. Organizational, national and international implications, individual implications, financial implications, cultural implications, and ultimately implications for employees.

The purpose of this study was to determine the effect of self-admiration of the followers on feeling of envied and work performance through the moderator role of perceptions of the exchange of leader-member of the staff of the Department of Sports and Youth of Isfahan province with a descriptive correlation method. The statistical population of the study consisted of 120 employees in Isfahan province's sport and youth department. Among them, 89 Cochran formula and 90 available for sampling were selected. Four questionnaires Envy Vico 2005, Narcissists of NPI-40 followers Ruskin and Terry, 1988, Leader-Member Exchange, Johnson & Van Pern 2004 and Work Performance, Patterson 1997 were used to measure variables. Formal validity was confirmed by a number of respondents and content validity was confirmed by a number of experts. The reliability of the questionnaire was estimated using the Cronbach's alpha coefficient for all variables 0/70. The data were analysed using descriptive and inferential statistics including structural equations using SPSS-22 and warp pls software. The results showed that In the direct relationship between the variables, all the coefficients are significant and are not just a significant value.