علی رضا افشارنژاد

Knowledge-based industries are expanding their market share, and the technical expertise of personnel within this sector is on the rise. This research aims to employ interpretive structural modeling of technical knowledge in the pharmaceutical industry for global markets.

This research was conducted using a qualitative approach with fundamental and applied objectives. The statistical population consisted of 15 experts and faculty members with knowledge in the relevant field. Initially, the dimensions of human technical knowledge in medicine were gathered from existing literature and research studies. Following interviews with the experts, which served to validate the dimensions, the interpretive structural modeling method was employed to confirm the model.

The findings indicate that the technical knowledge of human resources in the medical field encompasses 13 dimensions. Of these, 12 components were classified at the first level, while the component related to strategies for entering the international market was positioned at the second level, demonstrating the greatest impact on the overall model.

The findings of this research will significantly impact the pharmaceutical industry. By concentrating on strategies to penetrate international markets through the export of technical knowledge related to human resources, pharmaceutical companies can contribute positively to the economy and enhance foreign exchange.

The main goal of this research is to design a framework for talent management with a succession approach among Sepeh Bank's marketing managers. According to this issue, the method of this research is applied, survey and descriptive. The statistical population of this research is all employees of Sepeh Bank. The sampling method is random. According to the size of the research community, the number of samples was determined using Morgan's table to be 256 people. In this research, a questionnaire was used. The validity of this questionnaire has been calculated as construct validity and reliability with Cronbach's alpha coefficient. Structural equation modeling method was used in structural model review. In this section, the fit indices have shown the appropriate fit of the research conceptual model. Finally, the dimensions and components of talent management with the succession approach among employees of Sepeh Bank have been investigated and approved.
The main goal of this research is to design a framework for talent management with a succession approach among Sepeh Bank's marketing managers. According to this issue, the method of this research is applied, survey and descriptive. The statistical population of this research is all employees of Sepeh Bank. The sampling method is random. According to the size of the research community, the number of samples was determined using Morgan's table to be 256 people. In this research, a questionnaire was used. The validity of this questionnaire has been calculated as construct validity and reliability with Cronbach's alpha coefficient.

The increasing importance of commercialization, becoming a global village and the need to communicate with the world, has caused a special look at the technical knowledge category of human resources. Therefore, the purpose of this research is to provide a model of the technical knowledge network of human resources in the pharmaceutical industry for internationalization.

This research was conducted qualitatively and quantitatively in terms of fundamental-applied purpose. In the qualitative part, the statistical population included experts familiar with the subject. The statistical population of the quantitative part was formed by the managers and experts of the pharmaceutical industry of Tehran province, and the stratified random sampling method and the data collection method was a questionnaire. Structural model software was used for data analysis.

The final model includes the dimensions of the internal environment of the organization, the external environment of the organization, development and research, production of technical knowledge, commercialization, society and market needs, the latest state of technological progress and production and market in commercialization, strategic planning, network development, Threats, opportunities and limitations in foreign markets and the process of internationalization.

The presented model is an answer to the real problem of pharmaceutical companies, and paying attention to the steps of the model can provide policymakers with the necessary knowledge and insight for the optimal allocation of resources

Innovation is used as an effective mechanism and an attractive goal for the sustainability and promotion of the legitimacy of government organizations and soft and hard approaches have always been used to achieve this goal. Therefore, in this research, the modeling of organizational virtue in service organizations with the approach of promoting organizational innovation is discussed.

Based on the type of use, this research is applied and in terms of method, it is a kind of mixed-exploratory research. The statistical population in the qualitative section included 20 organizational experts and academic specialists, and in the quantitative section, it included 803 managers and judicial experts of Arak city. The data collection tool was semi-structured interviews in the qualitative part and questionnaires in the quantitative part. Coding technique was used in the qualitative part and structural equations modeling in the quantitative part to analyze the data.

Based on data analysis, 20 concepts and three individual, group and organizational subcategories were identified for the category of organizational virtue. Also, the results of quantitative analysis indicated the effect of organizational virtue in service organizations on organizational innovation with the mediating role of improving individual attitude and individual performance of employees.

Today, focusing on soft approaches to improve organizational innovation has become more attractive and has attracted the attention of those involved. Due to the non-cost nature of the soft approach, the results of this research can be used by the officials of the organization

Background & Today, paying attention to the development of human resources is one of the essential priorities of any organization. It is important to consider this necessity in improving the effectiveness and sustainability of organizations. Therefore, it is necessary to develop human resources by using appropriate methods. Based on this, in the present research, the model of human capital development based on mentoring in the direction of sustainable development is presented. This research is applied in terms of purpose and qualitative in terms of method, and thematic analysis strategy was used in it. The statistical population of the research included academic experts and executive managers of the social security organization, 15 of whom were selected using the snowball sampling method and the theoretical saturation point. In this research, semi-structured interview tool was used for data collection and data analysis was done through three-step coding. The dimensions, components and indicators of the human capital development model, educational leadership and organizational sustainability were identified. Based on the research findings, human capital development includes three inclusive concepts (Development of individual knowledge and skills, development of interpersonal knowledge and skills, and development of organizational knowledge and skills), 5 organizing concepts and 44 basic concepts, mentoring  includes three inclusive concepts(Designing and editing the monitoring program, Run the monitoring program and evaluating monitoring Program), 7 organizing concepts and 24 basic concepts and organizational sustainability includes two inclusive concepts (internal abd external sustainability), 7 organizing concepts and 53 basic concept. The use of the current research model can promote and grow employees based on the value-added components and indicators of employees in the social security organization through the mentoring mechanism, and ultimately the organization's stability and its transformation to the next stages of growth.

The purpose of this research was to present the administrative integrity model based on social responsibility in the General Directorate of Natural Resources and Watershed Management of Qom province.

This research is qualitative in terms of experimental method. In addition, it is exploratory, which was done using the Foundation's data method. The statistical population of this study includes managers of the General Directorate of Natural Resources and university professors and experts in this field, and finally, 16 of them were selected to conduct semi-structured interviews using snowball sampling.

The research results showed that the obtained administrative health model consists of 6 main dimensions and 16 sub-components. Based on the results, the central dimension of this model with concepts such as: (administrative integrity and social responsibility), causal conditions with: (organizational factors, structural factors, economic factors, behavioural factors), background conditions with availability of necessary infrastructure and reform administrative system), intervening conditions with: (* legal factors and * cultural factors, * managerial, social and political factors at the macro level), strategies with: (continuous monitoring, spirituality at work, appropriate method of attraction, control and meritocracy) and Consequences with: (organizational consequences and social consequences) was drawn.

The managers of the organization While applying transparency and accountability in their actions, should implement changes at three organizational, administrative and technical levels. Therefore, by increasing the level of accountability for their performance applying meritocracy and establishing open communication between employees and managers, they should act to achieve administrative integrity and consolidate social responsibility as much as possible. Managers should be aware that their organizational decisions will affect society and the surrounding environment of the organization.

The statement of the second step of the revolution is a guide that begins with the historical narrative of the revolution and extends into a promising future. In this research, we are trying to identify the effective factors on promoting spirituality in the organization based on the statement of the second step; Because spirituality and ethics are one of the seven recommendations of the leader of the revolution to achieve the ideal goal of Islamic civilization. The statistical population of the research is all the employees working in Tehran Justice Hospital. A questionnaire with a sample size of 132 people was used to collect data. In order to identify, analyze and interpret the existing patterns in the data, thematic analysis method and Maxqda software were used. Then, with the help of descriptive and inferential statistics and SPSS and Smart PLS software, the data was analyzed. Finally, 13 factors to promote spirituality based on the statement of the second step of the revolution, i.e. 1. Faith; 2. Piety; 3. Trust; 4. Religious insight; 5. The biography of fourteen innocents; 6. Biography of the Saints of Allah; 7. Unity and solidarity; 8. Quran; 9. Preservation of the revolution; 10. Inner spirituality; 11. Properties of society; 12. Spiritual value and dignity; 13. Paying attention to Shari'a relationships and Islamic limits, which has a total of 44 indicators.

Customs, as one of the important organizations in the cycle trade of goods, is responsible forcontrolling and monitoring the entry and exit of goods. With the ever-increasing volume of trade, it is inevitableto carry out controls with maximum accuracy and speed, while facilitating and making socio-economicdevelopment more productive. The purpose of the research is to identify the effective factors on theorganizational learning model in the supervision of foreign trade in the Customs with the improvement offacilities and security indicators. The research is of qualitative type and Grounded Theory method was used fordata analysis. The data collected by in-depth interviews that were conducted with 14 Customs experts and otherrelated organizations using the snowball sampling method. Then, the data analyzed through open, axial andselective coding. Finally, the paradigm model of organizational learning in monitoring foreign trade consistingof causal conditions, background conditions, intervening factors, central phenomenon, strategies andconsequences was drawn. The main phenomenon of the designed model is the organizational learning process.The findings of the research showed that the causal factors include the integration of foreign trade information,national and transnational cooperation, training and empowerment of employees and culture building.Intervening factors include political conditions, integration of laws, environmental factors and managementintegration. Background factors include business unit window and risk management and strategies includeinformation-based monitoring, process re-engineering and intelligentization. The consequences of theorganizational learning system include economic, social and educational achievements that are in line withsocio-economic development.

The marine transports based and related to human activities and their physical standard behavior on board of vessels. In line with that to motivating presence of seafarer on board of the ships ,Indicators for human resource managements should take for consideration .The aim of this article is to analysis and explain the factors and indicators which may effects the working condition on board of the vessels for seafarers and elaborating points for the interested parties. The present paper is a research by the participation and inquiry of 376 seafarers experts (Deck & Engine) and the analyzed of the information are presented for the interested of shipping companies managements, human resource managements researchers and cadets consideration .

Marine Transport terms in competition of presenting safer services to its stake holders. The cargo and ship owners are considering the issue as their main concerns. Implementing the ISM Code is a way of achieving  and improving mentioned safety goals. Implementation of these goals, would be in hands of correct operation of the ship’s masters and their crews. Management and responsibility of implementation of the ISM Code would be on shoulder of the ship masters and how they transfer the concept and importance of the Code to their crews. The role of a master is to intermediate between the shipping company and the seafarer and the ship as an individual. Appropriate management of inter relation plays a sensitive role on implementing the ISM Code. In line with the above, there are five categories for implementation of the code which, the following should be taken into consideration; human resource management on board of vessel, training of seafarers, the role of safety management in shipping companies and safety and security matters. These data collection has been carried out from a group of Iranian Ship masters as expertise’s, and the answers  were obtained for the analysis. The role of motivation in improving the implementing of the code has been considered as a challenging point. In the second part of the research, notably the reliability of each part and motivation theory, has been taken into the consideration. To analyze the collected data, the SPSS 16 and AMOS software’s were utilized. The collected statistics showed that implementing of ISM Code by the Iranian seafarers is realized and the calculated amount of chi-square and the degree of freedom (df) indicates the virtually of the research. Therefore, implementation of the ISM Code along with motivation would have a positive effect in the safety on board of the ships and would result in the safety of navigation for Iranian seafarers.

Stability is a necessary condition for the survival and continuity of the activities of banks and financial institutions, and resilience is the basic element of stability in a changing economic environment. Due to the importance of the issue in this study, the organizational resilience model in the banking industry through human resource management strategies has been presented. The present study is an applied-developmental study in terms of purpose and in terms of method and time period of data collection, it is a cross-sectional research. A questionnaire was used to collect data. The reliability of the questionnaire was assessed using Cronbach's alpha and combined reliability. Also, convergent validity, divergent validity and HTMT index were used to validate the questionnaire. Also, convergent validity, divergent validity and HTMT index were used to validate the questionnaire. The statistical population of this study includes the statistical population including managers and experts of the branches of Bank Sanat and Mining Bank in Tehran and 140 people have participated in this study by power analysis method. In the first step, a basic model was designed using structural-interpretive modeling. For validation and presentation of the final model, the method of partial least squares and Smart PLS software have been used. The results show that based on the results, the banking resilience strategy and the structure and policy of the banking system have high influence and the underlying variables are the model.

The aim of this study was to provide a model for the internationalization of education management in the Ministry of Health and Medical Education.research

This research was conducted in 1400 with a qualitative-quantitative approach, with purposeful sampling and with in-depth semi-structured interviews with 15 professors and experts in the field of internationalization of education. The research method is applied in terms of purpose. Purposeful sampling was continued until the data reached saturation.

By analyzing the data, 18 main categories and 43 sub-categories were extracted. According to the research findings, causal factors include infrastructure, necessary standards, available facilities and internationalization needs. Interfering factors include the political situation in the country, educational and academic centers, environmental factors, managerial integrity and executive factors. Underlying factors include the competitive environment and attitudes towards the phenomenon of globalization and strategies in the form of culture and the creation of an appropriate scientific and research structure. The implications of the international education system management model also include cultural achievements, economic achievements, communication achievements, and educational achievements.

In order to remain in the global competition, the medical sciences sector in the country needs to pay attention to the internationalization of education as a global approach and provide the conditions for its realization.

The purpose of this study is to validate the effective model of organizational accountability model in the banking industry with a quantitative approach. The statistical population of this study includes managers and experts of the branches of Bank Sanat and Mining in Tehran and 140 people participated in this study using Cohen's power analysis method. Cluster sampling method and available individuals were used for sampling. Semi-structured interview and Likert scale questionnaire were used to collect data. Structural equation modeling and SMART-PLS software were used to validate and present the final model. Findings showed that the banking resilience strategy and the structure and policy of the banking system have high influence and the underlying variables are the model. The variables of financial resilience, and the resilience capacity and resilience of human resources are also highly dependent but have little influence, so they are considered dependent variables. The variables of information and communication system, supply chain management and monitoring and evaluation of penetration power and degree of dependence have the same, so they are related variables. Based on the achievements of this study, it was found that the managers of the Bank of Industry and Mines to increase the resilience and resilience of human resources to increase the resilience of human resources by achieving the goals of stability and success in the banking industry.

In today's highly competitive world, in order to access talents, organizations must have a vision beyond the simple replacement of labor force. For this reason, some experts consider succession as the second major challenge facing today's organizations and believe that if organizations do not have written strategic plans for it, especially in key jobs, they will face many problems. . In this regard, the aim of this research is to design a succession model in the customs organization with the foundation's data approach. This research was carried out in the framework of a qualitative approach and using the data research method of the foundation. The tool of data collection is semi-structured interviews, and in order to collect information, interviews were conducted with 15 experts, including professors of the University of Economics and Finance and managers of the Customs Organization, using a targeted sampling method. Data analysis was done in three stages: open coding, central coding and selective coding. Based on that, the qualitative research model was designed. The results of the current research show the extraction of more than 267 codebases, 102 small categories or concepts, and 21 categories of extraction and their characteristics were identified, which using and paying attention to all of them together can provide the conditions for achieving succession. Based on the results of this research, the main category in this research is succession in the customs organization. Also, the causal conditions include creating motivation and morale among employees, improving the organization, providing the human resources needed by the organization in the future, permanence of experiences and skills in the organization, the possibility of creating gaps and interruptions in customs work, providing high quality services, complexity and uniqueness. Customs Organization. The results obtained in this research are: creation of motivation and creativity, productivity and effectiveness of the organization, development of the organization and achievement of organizational goals, and increase in knowledge and awareness, which can be achieved in the case of applying training strategies and increasing skills, organizational information resources, resource management It is possible to achieve them by developing a strategy and a comprehensive system of succession planning and culture building in the customs organization, and internal factors and external factors can provide the basis for their implementation, although the existing challenges and obstacles such as weak management in Substitution, politicization and external pressures in customs may slow down this process, which should be considered in order to eliminate and reduce its harmful effects.

Background & In the cycle of supply and distribution of goods, the customs is responsible for the accurate and fast supervision and at the same time facilitating the customs clearance procedures. the current research was conducted with the aim of designing an organizational learning model in monitoring cross-border trade in order to improve security and facilitation in the customs. Exploratory mixed method was used to conduct the research. The identification of the effective factors on the organizational learning model was done through the database strategy. Participants were selected based on purposive sampling and snowball method. The data collection tool was semi-structured interviews with 14 customs experts and university professors. The coding method was used to analyze the data. The statistical population of the quantitative part included 220 senior customs managers and experts, 145 of whom were selected as a sample according to Cochran's formula. In the qualitative part, research data after analysis in the form of organizational learning model as a central category, causal conditions (resources and facilities, communication, mental models and individual skills), background factors (organizational factors and economic conditions), intervening conditions (laws and regulations, environmental factors and common vision), strategies (organizational change, reengineering and systemic thinking) and consequences (realization of learning model design goals in the organization, increasing organizational success, environmental adaptation and development of employee capabilities in order to improve the organization's performance) were categorized. In the quantitative part, the structural equation method was used to test the null hypothesis of the appropriateness of the model, and the results confirmed the significance of the fitted model at the 99% confidence level. The final model of the research can be used as a guide for senior managers to plan and implement the organizational learning system in the studied organization and improve performance, continuous improvement and gain a sustainable competitive advantage.

The aim of this study was to design and validate the competency model of the Senior managers of financial managers in the National Iranian Oil Company with a mixed approach. In the qualitative part, the researcher collected information using semi-structured in-depth field and purposeful interviews with 8 Senior Managers and Deputies of the National Oil Company, using a researcher-made questionnaire from the Managers and experts of the National Oil Company. And using the method of theme analysis and With Broun and Clarke approach, has analyzed qualitative data and in the quantitative part through Structural equation method. Based on the research findings, the competency model of the senior managers of the refinery was studied with 4 comprehensive themes and 26 main themes that comprehensive themes include technical skills, leadership skills, individual skills and business skills.

The aim of this study is to provide a model for the internationalization of human resources training in the Ministry of Health and Medical Education. The research is qualitative and grounded theory method has been used to analyze the data. For this purpose, in-depth interviews were conducted with 15 people who are experts in the field of internationalization of manpower training, using the method of snowball sampling. The data obtained from the interviews were then analyzed through open, axial and selective coding. At the end, a paradigm model of internationalization of human resources training consisting of causal conditions, contextual conditions, intervening conditions, pivotal phenomena, strategies and consequences was drawn. The main phenomenon of the designed model is the internationalization of human resources training in the Ministry of Health and Medical Education. Findings showed that causal factors include infrastructure, necessary standards, available facilities and internationalization needs. Interfering factors include the political situation in the country, educational and academic centers, environmental factors, managerial integrity and executive factors. Underlying factors include the competitive environment and attitudes towards the phenomenon of globalization and strategies in the form of culture, creating an appropriate scientific and research structure, effective propaganda, social programs and laws and regulations. The implications of an international system of manpower training also include cultural, economic, communicative, and educational achievements.

 

In this study, a model for the competence of financial managers in the National Iranian Oil Company was designed. Therefore, this study is applied in terms of purpose, qualitative in terms of approach and exploratory and descriptive-survey in terms of method. Data analysis was performed in two parts. In the first part, the pattern dimensions were identified using the theme analysis method, then in the second part, the Delphi method was used to confirm the proposed model. Therefore, in the present study, two groups of society were studied. 1. The statistical population of the theme analysis method, which included senior managers, deputies, heads and financial experts in the National Oil Company. The sampling method in this section was purposeful and performed by snowball method. 2. The statistical population of the Delphi method included 20 experts, heads and specialists in the field of financial management of the oil company. The sampling method in this section was based on the selection of individuals based on expertise and experience. The information of the first part was collected through interviews and the second part was collected through a questionnaire. Based on the research findings, 26 components were identified and approved in the form of 4 dimensions for the competence of the financial managers of the oil company. The four dimensions include technical skills, leadership skills, individual skills, and business skills. It seems that the model and the results of the research can be effective in the proper selection of financial managers and their growth and development.

This research aims at designing a value creation human resource model for customers in the banking industry and identifying the relevant components and indicators. Since this is an applied research, it follows an exploratory combined method. The statistical population of the study includes experts of banking industry, with whom 15 interviews regarding human resource were conducted in the qualitative phase with the samples selected through purposeful sampling method. In the quantitative phase, the sampling method was purposive judgment method was selected and a questionnaire was used to collect data. The statistical sample in the quantitative section contained 218 people, including experts, human resource practitioners in the banking industry (Saderat, Mellat, Tejarat, and Refah Kargaran). For the analysis of the qualitative data, the thematic analysis method was used, to be studied in three sections: inclusive themes, organizing themes and basic themes. In the thematic analysis section, 3 comprehensive themes were identified containing 26 organizing themes taken from 70 basic themes. These variables included upholding a customer-oriented organizational culture, relationship between employees and customers, and the participation of key customers in human resource processes. The structural equation method along with Smart PLS.2 software were employed for quantitative data analysis. The results indicated that the research model is of good fitness and all the identified organizing themes significantly explained the comprehensive themes.

Interest in coaching is growing among organizations. This has been proven by a large number of company leaders and managers at various coaching events. Despite this growing interest, coaching is not yet widespread and the concept of coaching is not fully understood. The aim of this study was to investigate the mediating role of job motivation in the relationship between coaching competencies and organizational commitment: Evidence from a private bank. The present study is descriptive-correlational in terms of applied purpose and in terms of data collection method. The statistical population of this study is the employees of one of the private banks in 1999. 250 people were selected by simple random sampling. 230 healthy questionnaires were used for analysis. The data collection tool was a standard questionnaire. In order to evaluate the validity and reliability of the measurement tools, the content validity and the results of the measurement model were cited and the validity and reliability results of the questionnaires were confirmed. Structural equation modeling using Smart PLS 3 software was used to analyze the data. The results of the hypothesis test showed that job motivation has a mediating role in the relationship between coaching competence and organizational commitment. Coaching competence affects organizational commitment. Job enthusiasm affects organizational commitment.

The main purpose of the research is to present a policy model of policy-making in the field of cooperation. This research was mixed in terms of the nature of the data and developmental in terms of purpose. In order to achieve this goal, in the first step, factors and variables were extracted based on theoretical foundations and various internal and external studies through the content content analysis approach. In the second step, the Delphi questionnaire was designed based on the factors and variables identified in the first step, and distributed among experts, and based on the results, the conceptual research model was designed. In the third step, the analysis was performed using confirmatory factor analysis and through smart PLS software. The results show that: policy makers, policy structures and agencies, resources and facilities, environmental factors, evaluation and control, systemic corruption of pressure groups, related stakeholders, and the most important policy pathological factors, the most important pathological factors are cooperative policymaking.