abbas ghaedamini harouni

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.

However, organizational citizenship behavior has received much attention. However, contemporary researchers have done very little research from a religious perspective. This study tries to enrich the understanding of organizational citizenship behavior from the perspective of Islamic management, especially the application of piety (Islamic piety). It is an Islamic organization. The present study is applied in terms of purpose and in terms of how to collect descriptive correlational information. The statistical population of the present study consisted of all employees working in (Case study: Islamic Azad University of Isfahan (Khorasgan)) 660 people through the Cochran sampling formula 244 people as a sample through stratified sampling method appropriate to the volume were chosen. The research instruments were the standard questionnaire of Kamil Islamic Organizational Behavior (2014) and the standard questionnaire of Islamic piety of Omar et al. (2015). On the other hand, the reliability of the questionnaires was estimated by Cronbach's alpha method of 0.90 and 0.92, respectively, and the data were analyzed at the inferential level, including structural equation modeling.The results showed that the direct effect of Islamic spirituality on behavior Islamic organizational citizenship has a significant positive coefficient of this effect of 0.77 and also Islamic social responsibility on Islamic organizational citizenship behavior has a significant positive positive coefficient of this effect of 0.88 and other Islamic principles may act as a prerequisites or factors for Islamic organizational citizenship behavior.

In previous research, scholars found that when interacting with leaders, employees' efforts to achieve balance and regulation are influenced by emotions, which mediate the relationship between movement regulation and employee happiness. Using resource conservation theory, this study will contribute to the literature in several ways. First, it adds to the body of knowledge on green behavior in the workplace by clarifying the role of leaders in promoting green behavior among their followers. Second, it investigates the underlying mechanism through which green leadership affects employees' green behavior via green attitudes and emotional exhaustion. Third, this study employs resource conservation theory to support the development of hypotheses regarding the direct, mediating, and moderating mechanisms by which green leadership and human resource management interactions influence employees' green behavior. Finally, the findings will provide new evidence and insights on green leadership, green human resource management, and their outcomes in the construction sector of emerging economies, which have not been extensively studied. Therefore, the aim of this research is to examine the impact of green leadership on employees' green behavior through green attitudes and green human resource management in manufacturing companies in Shahrekord. 

This study is applied in nature and employs a descriptive correlational method for data collection. The statistical population comprises 660 employees working in manufacturing companies in Shahrekord, from which a sample was drawn. Given the limited size of the population, the sample size was determined to be 244 individuals using Cochran's formula. A stratified sampling method proportional to size was utilized. The research instruments included standard questionnaires: the Green Leadership Scale by Su, et al. (2020), the Green Behavior Questionnaire by Block et al. (2015), the Green Attitude Scale by Shah (2023), and the Green Human Resource Management Questionnaire by Shah (2023). The validity of the questionnaires was assessed through expert opinions and feedback from a subset of the statistical population. Reliability was evaluated using Cronbach's alpha, yielding values of 0.90, 0.88, 0.77, and 0.90, respectively. To assess the validity of the content, the questionnaires were reviewed by experts and professors for localization before implementation. For face validity, the questionnaires were evaluated by 30 individuals from the statistical population, and after conceptual revisions, they were approved. In terms of construct validity, all items were analyzed using LISREL software, with fit indices above 0.90, indicating that the items are acceptable.

The results indicated that green leadership has a positive and significant impact on employees' green behavior through green attitudes, with a coefficient of 0.76. Additionally, green leadership positively and significantly affects employees' green behavior through green human resource management, with a coefficient of 0.65. Furthermore, green leadership directly influences employees' green behavior, with a coefficient of 0.66.The findings also showed that the lower bound of the confidence interval for green attitudes, as a mediating variable between green leadership and employees' green behavior, is 0.770, while the upper bound is 0.110. The confidence level for this interval is 95%, with a bootstrap sample size of 5000. Since zero falls outside this confidence interval, the mediating relationship is significant; thus, green attitudes play a mediating role in the relationship between green leadership and employees' green behavior.Similarly, the lower bound of the confidence interval for green human resource management, as a mediating variable between green leadership and employees' green behavior, is 0.885, and the upper bound is 0.225. The confidence level for this interval is also 95%, with a bootstrap sample size of 5000. Again, since zero is outside this confidence interval, this mediating relationship is significant; therefore, green human resource management also serves as a mediating variable in the relationship between green leadership and employees' green behavior.

This study aimed to investigate the impact of green leadership on employees' green behavior through green attitudes and green human resource management, with all hypotheses being confirmed. The findings align with previous research in this field (Afsar, Badir, & Kiani, 2016; Khan & Khan, 2021; Khan, 2023; Saleem et al., 2020; Zeng & Starik, 2017), which tested these relationships across various industries. However, the current study specifically focuses on manufacturing companies in Shahrekord.In interpreting the first hypothesis, it is noted that this is one of the first studies in management literature to measure the impact of green leadership style on employees' green behavior. It also aims to assess the mediating effects of employees' green attitudes and green human resource management on the relationship between green leadership and green behavior. While there is a substantial body of literature on leadership styles and green behavior in other industries (Afsar, Badir, & Kiani, 2016; Zeng & Starik, 2017), studies that integrate these three constructs are scarce.Ultimately, this research demonstrates that green leadership and green human resource management have both direct and indirect positive effects on employees' green behavior. This can assist researchers in gaining a better understanding of how two types of contextual factors related to green practices influence employees' green behavior, thereby enhancing scholars' knowledge regarding the formation processes of green behavior.Previous research has focused on the effects of leadership on employees' green behavior (Olorunsola & Alola, 2021; Khan & Khan, 2021) or the impact of green human resource management on employees' green behavior (Choudhary, 2020; Mishra, Sarkar, & Kiranmay, 2014). However, they have overlooked the combined effects of these two critical situational factors. The existing findings are insufficient to provide a comprehensive overview of "how to effectively encourage employees' green behavior." Employees are not solely influenced by leadership behavior or human resource management; rather, their workplace behaviors are often affected by various resources in the work environment (Aburamadan, Kundi, & Farah, 2021).As a result, this study is the first to combine green leadership and green human resource management as organizational resources for employees when examining the mechanisms of inducing green behavior. The depth of understanding regarding the mechanisms of employees' green behavior is enhanced by exploring the combined effects of these two sources of green management on employees' green behavior.

The purpose of this research is to determine the impact of deviant behaviors in the workplace on job performance with the mediating role of organizational shame and impression management. The current research is applied in terms of 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)) in the number of 660 people, and 244 people were selected as a sample through the stratified sampling method proportional to the volume through Cochran's sampling formula. . The research tools were Gao's (2009) deviant behavior standard questionnaire, Tsui et al.'s standard job performance questionnaire (1997), Marshall et al.'s standard organizational shame questionnaire (1994), and Bolino and Turnley's standard impression management questionnaire (1999). In order to measure the validity and reliability of the instrument, three types of instrument validity were used: content validity, face validity and construct validity, and Cronbach's alpha was used to measure the reliability of the questionnaire. SPSS22, Lisrel 80/8 and WarpPLS software were used to test the research hypotheses. The results showed that deviant behaviors in the workplace have a negative and significant effect on job performance, and also the results of the bootstrap test showed that deviant behaviors in the workplace indirectly through organizational shame and impression management have a significant effect on job performance

The purpose of this research was to investigate the effect of organizational hypocrisy on deviant behaviors in the workplace through organizational identity and organizational social responsibility. The present study was applied in terms of its purpose and descriptive in terms of correlational data collection. The statistical population of the present study consisted of all the employees of Isfahan branch of Islamic Azad University (Khorasgan) in the number of 660 people, and 244 people were selected as a sample through the proportional stratified sampling method through the Cochran sampling formula. The research tools are organizational social responsibility questionnaire by Farouk et al. (2014), questionnaire of deviant behaviors in the workplace by Bennett and Robinson (2000) and standard questionnaire of organizational hypocrisy by Kulichoglu et al. (2019) and organizational identity questionnaire by Ant et al. 2006) that the validity of the questionnaires was examined based on content, form and structure validity and after the necessary terms, the validity was confirmed. And on the other hand, the reliability Questionnaires were estimated by Cronbach's alpha method as 0.90, 0.88, 0.90 and 0.89 respectively. Data analysis was done at two descriptive and inferential levels including structural equation modeling. The results of the research showed that the direct effect of organizational hypocrisy on deviant behavior in the workplace was significant and positive, and the coefficient of this effect was 0.77, Also, the results showed that organizational identity and organizational social responsibility mediated the relationship between organizational hypocrisy and deviant behaviors in the workplace.

Impoliteness in the workplace can result in effectiveness, productivity, efficiency, performance and development, unproductive behaviors, anti-citizenship behaviors and forced citizenship behaviors, daily troubles, distance from organizational values ​​and norms, creating an unfriendly and harsh atmosphere, and creating a pessimistic atmosphere in the organizational culture. And the breakdown of human and organizational communication in the universities of Chaharmahal and Bakhtiari province has a role as a negative factor. According to the research literature, it is very important to identify the reasons for incivility in the University of Chaharmahal and Bakhtiari province and its consequences and find its management strategies. In addition to providing information about the nature of incivility in the workplace, the present research tries to express its roots and factors, as well as its consequences and strategies. In this research, a model has been designed based on the database approach to investigate the causes, consequences, background factors, and interventions of incivility in the workplace. It should also be determined what strategies have an effect on the management of incivility in the workplace. In this way, the main question of the research is raised as follows: What is the model of incivility management in the workplace in the universities of Chaharmahal and Bakhtiari provinces? 

Design/Methodology/Approach: 

The current research is qualitative research based on the approach of database theorizing. This approach is one of the inductive research methods that is rooted in reality and explains the events as they happened. The current research has a qualitative approach and uses Strauss and Corbin's database theory method as a research method. Data-based theory is one of the research strategies with an interpretation paradigm through which the theory is formed based on the main concepts obtained from the data. The participants of this research were faculty members and experts of the universities of Chaharmahal and Bakhtiari provinces who have worked in the fields of human resources and have experience and expertise in the scientific and research fields. The sampling of this research is based on the theoretical sampling method. The sample volume was continued until saturation was reached. Based on this, theoretical saturation was achieved after interviewing 15 people; But to ensure data saturation, five more interviews were also conducted. 

Using the Strauss and Corbin method, during open coding, a set of primary themes was collected and categories were extracted from them. Then, in the central coding stage, the link between these categories was obtained under the headings of causal conditions, central phenomenon, strategies, background conditions, intervening conditions, and consequences. To check the validity of qualitative data, reliability, transferability, reliability, verifiability, truthfulness, and criteria of database theory, including compatibility, comprehensibility, and generality were used. The findings showed that in the first stage, 427 primary codes were obtained. In selective coding, these concepts were classified into 113 classes and finally, 22 main categories were extracted, each of which was placed under the subcategories of the systematic model (causal conditions, strategies, contextual conditions, intervening conditions, and consequences). Discussion and

This research confirms the previous findings about the strong negative relationship between the trait of agreeableness and the levels of incivility experienced in the workplace and shows the importance of personality traits as antecedents of uncivil behavior. Hierarchical regression analysis showed strong support for the role of organizational culture in the individual's perception and experience of incivility in the workplace. The results of the analysis of the joint effects of personality traits and culture in previous research show how to explain a larger part of the variance of rudeness at work. In this sense, this research confirmed that incivility in the workplace, which is both an individual phenomenon and a part of the values ​​and behaviors promoted through the organizational culture, can be violated. Organizational culture should be more the focus of attention in the field of organizational factors effective in incivility in the workplace. Impoliteness in the workplace has many negative consequences for the employees of Chaharmahal and Bakhtiari universities; Therefore, it is in the management's interest to minimize its occurrence. Managers should be aware of these consequences and know that if this type of behavior is not properly addressed in the organization, rudeness can threaten long-term organizational stability.

The present research was conducted with the aim of identifying and ranking the consequences of deviant behaviors in the workplace.

The current research is a mixed (qualitative-quantitative) research in terms of practical purpose and method. The statistical population of the research in the qualitative part is 16 experts, and in the quantitative part, the statistical population consists of the staff and professors of Isfahan Azad University (Khorasgan), whose number is 660. According to Cochran's formula, the sample size was 445 people. Sampling method in this research, strata were selected according to the volume. The consequences of deviant behaviors in the workplace have been identified first in the qualitative part with the Delphi technique, then in the quantitative part it has been modeled and ranked with the structural equation technique and confirmatory factor analysis.

Three consequences of deviant behaviors were identified, in order of priority, they are: organizational consequences, individual consequences, group consequences.

The presence of deviant behaviors in the workplace may impose a lot of costs on the university, and if solutions are identified to eliminate such behaviors, one can hope for health, productivity and creativity throughout the university.

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.

bullying in the workplace,

Bullying in the workplace has not yet been fully investigated in Iranian media organizations, leading organizations to overlook deviant behavior. The current research is among the few efforts to address this gap in academic attention, aiming to empirically investigate workplace bullying, its connection to the home environment, and ways to mitigate it both at work and at home. The work-home resource model (Ten Brummelhuis & Bakker, 2012) suggests that undesirable work behaviors may stem from various situational demands originating in one domain (such as family incivility) and spilling over into the work domain. It is posited that family incivility increases workplace bullying among employees, aligning with the resource conservation theory, which suggests that adverse life events deplete personal resources, leading to inappropriate coping behaviors. Psychological safety is proposed as a critical personal resource serving as an explanatory mechanism linking family incivility to workplace bullying. The study also explores the potential conditional effect of various situational resources at the individual level in mitigating the impact of adverse life events. Media organizations, including Isfahan press and others, hold significant roles concerning concepts of family incivility and workplace bullying. However, research addressing workplace bullying and its antecedents in media organizations, particularly in Isfahan city newspapers, is lacking. This study aims to investigate the effect of family incivility on workplace bullying, with psychological safety as a mediator, among Isfahan press workers.

The study adopts a descriptive correlational research method. The statistical population comprises all employees and reporters of press offices (Isfahan city newspapers). A total of 270 individuals were purposively sampled from the 2024 workforce of press offices in Isfahan city, using Cochran's sampling formula. Research data were collected using a questionnaire consisting of 49 specialized questions across three variables: family incivility, workplace bullying, and psychological safety, rated on a 5-point Likert scale. Content validity was ensured through expert review, while face validity was confirmed through pilot testing. Confirmatory factor analysis confirmed the questionnaire's reliability.

According to the WARP software output, family incivility significantly impacts workplace bullying directly and indirectly through psychological safety. Family incivility positively influences workplace bullying (coefficient: 0.55) but negatively affects psychological safety (coefficient: -0.33). Psychological safety, in turn, negatively influences workplace bullying (coefficient: -0.35). Furthermore, the indirect effect of family incivility on workplace bullying through psychological safety is negative (coefficient: -0.45).

This research contributes to the understanding of family incivility and its relationship with workplace bullying, shedding light on factors influencing this process. The study highlights the importance of mitigating resources from a work-home context, which has been relatively overlooked. The findings align with existing research and emphasize the negative impact of family incivility on psychological safety and subsequently on workplace bullying. Employees experiencing family incivility may exhibit reduced personal resources, impacting their job satisfaction and performance. Addressing family incivility and promoting psychological safety can help prevent workplace bullying, a less researched area in Iran.

The present study was conducted with the aim of identifying and ranking the antecedents of deviant behaviors in the work environment with a mixed approach of Isfahan Islamic Azad University. The current research is an applied research and in terms of the method of conducting a mixed research (qualitative-quantitative). The statistical population of the research in the qualitative part is the number of 16 university experts whose opinions were used to identify the consequences of deviant behaviors in the workplace, and in the quantitative part for modeling, the statistical population is a group of experts and professors of Khorasgan University who Their number was 660 people. Then according to Cochran's formula, the sample size was 445 people. The sampling method in this research is stratified sampling proportional to the volume. The consequences of deviant behaviors in the work environment have been first identified with the Delphi technique, then they have been modeled and ranked using structural equation techniques and exploratory and confirmatory factor analysis. The research findings showed that the antecedents of deviant behaviors in the work environment of Isfahan Islamic Azad University It contains 6 major antecedents for the organization, which in order of priority are: managerial antecedents, individual antecedents, group antecedents, structural antecedents, process antecedents, occupational antecedents.

The purpose of this study is to determine the effect of Islamic piety on deviant behaviors in the workplace through Islamic leadership and organizational justice. The present study is applied in terms of purpose and correlational in terms of how to collect descriptive information. The statistical population of the present study consisted of all employees working in (Case study: Islamic Azad University, Isfahan Branch (Khorasgan)) 660 people, which through Cochran sampling formula 244 people as a sample through stratified sampling method appropriate to the volume were chosen. Research tools Standard Questionnaire of Deviant Behaviors in the Workplace Applebum et al. (2007), Standard Questionnaire of Islamic Piety Omar et al. (2015) and Standard Questionnaire of Islamic Leadership of Khalegh and Ogansola (2011), and Standard Questionnaire of Organizational Justice Niehoff and Morman The validity of the questionnaires was examined based on content, face and structural validity and the validity was confirmed. On the other hand, the validity of the questionnaires by Cronbach's alpha method was 0.88, 0.90 and / 90, respectively. It was estimated to be 0 and 0.88 and the data were analyzed at the inferential level, including structural equation modeling.The results showed that Islamic piety through Islamic leadership has a negative and significant effect on deviant behaviors in the workplace. The effect is -0.65 and through organizational justice has a negative and significant effect on deviant behaviors in the workplace, the coefficient of this effect is -0.69

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.

The purpose of this study was to investigate the impact of incivility in the workplace on deviant behaviors in the workplace with the mediating role of organizational pessimism and emotional exhaustion. The current research was applied in terms of its purpose and descriptive in terms of the method of collecting correlational data. The statistical population of the present study consisted of all the employees of Isfahan branch of Islamic Azad University (Khorasgan) in the number of 660 people, and 445 people were selected as a sample through the stratified sampling method proportional to the volume through Cochran's sampling formula. The research tools were Cortina et al.'s workplace incivility questionnaire (2001), Spector et al.'s deviant behavior questionnaire (2006), Dean et al.'s (1998) organizational cynicism questionnaire, and Maslach and Jackson's emotional exhaustion questionnaire (1981). Based on this, the content, form and construct validity were examined and after the necessary terms, the validity was confirmed and on the other hand, the reliability of the questionnaires was 0.90, 0.90, 0.88 and 0.88 respectively with Cronbach's alpha method. Estimated. Data analysis was done at two descriptive and inferential levels including structural equation modeling.The results of the research showed that incivility in the workplace had a positive effect on deviant behaviors in the workplace, and the coefficient of this effect was 0.77, and also, the results showed that organizational pessimism and emotional exhaustion play a mediating role between incivility in the workplace and deviant behaviors. had in the work environment.

The present research was conducted with the aim of investigating the effects of green knowledge management on green innovation and sustainable development with the mediating role of green organizational culture. The study is applied in terms of purpose and descriptive-correctional in terms of data collection procedure. The statistical population includes all the managers of industries in Shahrekord industrial town, numbering 651 people, 253 of whom were selected as sample of the study through stratified random sampling method using Cochran's sampling formula. The research tools were the standard questionnaire of green knowledge management, the standard questionnaire of green innovation, the standard questionnaire of sustainable development, and the standard questionnaire of green organizational culture, the validity of which were examined and confirmed based on content validity using the opinions of experts, face validity using the views of a few precipitants from statistical population, and construct validity. On the other hand, the reliability of the questionnaires using Cronbach's alpha method was estimated as (0.90), (0.80), (0.80), and (0.90), respectively. The analysis of the research data was done at two descriptive and inferential levels using the structural equation model (partial least squares). The findings showed that green knowledge management has a positive and significant effect on green innovation, with the coefficient of 0.63. Moreover, green knowledge management has a positive and significant effect on sustainable development, with the coefficient of 0.62. Finally, green organizational culture mediates the relationship between green knowledge management and green innovation and sustainable development.

The main objective of this study is to investigate the impact of Enterprise Resource Planning (ERP) on Operational Performance (OP) through Supply Chain Orientation (SCO) in Faradaneh company.

The present study is a descriptive survey regarding research methods. A standard questionnaire by Acar et al. [1] was used to measure the variables of the research model. The questionnaire was implemented through the participation of 135 managers and employees of Faradana company who were selected by stratified random sampling after measurement of validity (face and content validity based on Lawshe's method, confirmatory and exploratory factor analysis, convergence, and divergence) and reliability (Cranach's alpha method and hybrid).

The results showed that ERP had a significant and strong effect on the OP of Faradaneh company by mediating the SCO, indicating the high predictive power of the ERP components (With a coefficient of determination of 0.93). Also, the ERP Pathway had the most effect on OP, with a path coefficient of 0.71 and a significance of p < 0.001. The value of the present study is due to content innovation (simultaneous use of ERP variables, OP, and SCO) and method (using different validity and reliability methods).

Originality/Value: 

The present study investigates the effect of organizational resource planning on OP through SCO on the Faradaneh Aquatic Food Production Company employees.

The purpose of this research was to investigate the effect of supervisor rudeness on deviant behaviors in the workplace through emotional intelligence and job insecurity. The present study was 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 Isfahan Islamic Azad University (Khorasgan) in the number of 660 people, of which 242 people were selected as a sample through the stratified sampling method proportional to the volume through the Cochran sampling formula. The research tools were Vander Elst et al.'s job insecurity questionnaire (2014), Khaled et al.'s (2022) workplace deviant behavior questionnaire, Cortina et al.'s supervisor rudeness questionnaire (2001) and Lehman and Simpson's (1992) emotional intelligence questionnaire. Based on that, the content, form and structure validity were examined and after the necessary terms, the validity was confirmed and on the other hand, the reliability of the questionnaires was 0.77, 0.88, 0.82 and 0.80 respectively with Cronbach's alpha method. Estimated. Data analysis was done at two descriptive and inferential levels including structural equation modeling. The results of the research showed that supervisor rudeness had a positive effect on deviant behaviors in the workplace, and the coefficient of this effect was 0.62, and also, the results showed that emotional intelligence and job insecurity mediated the relationship between supervisor rudeness and deviant behaviors in the workplace.

One of the most important needs of the current research is to check that each of its dimensions is related to the consumption styles of consumers. On the other hand, effective advertising may influence consumers' consumption styles and moderate the relationship between the ideal self and the actual self with consumption styles. The most important practical aspects of this research are as follows: 1- In this research, an attempt is made to determine which of the consumption styles is related to which of the dimensions of self-concept, if possible, logical relationships between consumption styles and dimensions of self-concept. To be identified, the organization's marketing plans can be implemented more effectively based on these relationships. In the existing literature, marketing plans are set based on different components, including the marketing mix, which has not been considered much. From this point of view, the present study tries to introduce the relationship between consumption styles and self-concept in consumer marketing programs and to contribute to the effectiveness of marketing programs from this point of view. Is. Customer relationship policies are currently used in three areas: interactive customer relationship, operational customer relationship, and analytical customer relationship. However, the psychological aspects and consumption style of consumers are the ignored aspects of this relationship. It seems that the current research tries to somehow reduce this gap and be effective in the development of the customer relationship process, especially in interactive customer relationship management. The results of this research in the field of fashion and clothing industry can help to develop customer relationship management strategies from the aspect of consumption and psychological styles. A person has his own and also his consumption styles. This research can be an initial model for consumer buying behavior. The components of self-concept and their relationship with consumption styles can predict the purchasing structure of people and the way they buy to some extent. For this reason, this research can be considered as an introduction for predicting the purchasing style of consumers. Now, according to the variables of the research, the current problem can be explained that the consumption style of people in choosing fashion and clothing depends on their self-concept and advertisements. When a person pays attention to himself and realizes his growth, the control factor becomes an internal factor, and he will no longer be able to control external factors. People who know themselves and have reached self-awareness can more easily describe themselves and their desires, both verbally and non-verbally. Sometimes, to transform oneself (self-concept), the self is seen in front of itself. Sometimes one aspect of (self-concept) is replaced with another aspect that is closer to it. Sometimes a person prevents the growth of (self-concept). Therefore, this research tries to answer the question of whether there is a relationship between self-concept and consumption and advertising styles.

Since the purpose of this research was the relationship between self-concept and consumption styles through the mediating role of effective advertising in the fashion and women's clothing industry, the current research is descriptive of the type of correlation based on the structural equation model in terms of its practical purpose and the nature of the data. Therefore, in this research, the structural equation model and Warp PLS have been used to explain the desired relationships. The main tool for data collection is the questionnaire, which has 102 questions based on the investigated variables. To measure the effectiveness of advertisements, the standard questionnaire of Keshari et al. (2013), to measure the consumer dimensions, the researcher's questionnaire based on Waltz's approach, and to measure the dimensions of self-concept and the standard questionnaire of Chapman et al. (2003) were used. The statistical population in the present study includes the women of Isfahan City in 1400, whose number is unknown, for this reason, the statistical population was considered unlimited, and the sampling formula of the unlimited population was used. The reason that the statistical population was considered unlimited was that the researchers had to determine how many women in Isfahan have reached the point where they use the fashion and clothing industry. In this research, a purposeful method based on criteria was used for sampling. The reason why the purposeful method dependent on the criterion was used is that in this research, the researchers should have all styles of sample consumption available and the sample size should be sufficient. Therefore, researchers in order to have a sufficient sample. used criterion-related purposive sampling. In this way, the researchers selected a sufficient number of each consumer group, so the researchers tried to continue the process of collecting questionnaires until they had a sufficient number of questionnaires from each consumer group, so 896 questionnaires were collected, of which 426 questionnaires were collected, consumption styles They had their own uniqueness.

The findings of the research hypotheses showed that the dimensions of self-concept had an effect on the type of consumption style, and the effectiveness of advertisements had a mediating effect on some consumption styles, and advertising on the consumption style of thinkers had a mediating role, the coefficient of which was 0.161.

The hypothesis of this research was that there is a relationship between self-concept and consumption styles, and there is a significant relationship between the effectiveness of advertising in the fashion and clothing industry from the perspective of a woman in Isfahan City. The results of the current research are directly aligned with Travdet (2014) and Ball (2015). These researchers have come to the conclusion that self-concept and its dimensions, real self and ideal self, had a direct impact on consumption styles and consumer behavior, and in general, the more eye-catching a product is (in terms of luxury/general), the real self-evaluation and ideal self. It has a greater impact on consumption styles and also the effectiveness of advertising was effective on self-concept. In the interpretation of this hypothesis, it should be said that the self-actualization and self-idealism of consumers have an effect. In other words, in relation to the clothing industry and fashion, consumption styles that were based on realism and conservative style and emphasized the existing situation and current image were related to self-actualization, among which we can mention the consumption style of believers, creators and thinkers. On the other hand, the consumption styles lead in the fashion and clothing industry, prompting the consumer to create an ideal image of himself or improves his actual self based on the ideal image which are related to the ideal self, among which we can mention the style of the experimenters. The style of the innovators in the clothing and fashion industry has been found to have a relationship with both self-reality and ideal. It means that when faced with the consumption style of innovators in clothing, people tend to have their true and ideal self. The reason is that the innovators consider two stages: 1) that their consumption style in the clothing industry has a meaningful relationship with their mentalities, views, attitudes and perceptions, which is related to their true self; 2) They are looking for innovation and finding new products in the field of clothing and fashion so that they can use these products and distinguish themselves or give ideal aspects of themselves, for this reason, the consumption style of innovators is related to both the individual's self, i.e. the actual self and the ideal self.

The purpose of this research is to determine the effects of abusive supervision on knowledge sharing and concealment with the mediating role of Islamic work ethics. The statistical population of this research was all the employees of Chaharmahal and Bakhtiari universities, whose number is 2255 people, according to the size of each region, 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 chosen according to the volume of each floorAnd the data analysis was done at the inferential level, including the modeling of structural equations, and the data analysis was done with the help of structural equations in Warp software. The results of the research showed that abusive supervision through Islamic work ethics has a negative and significant effect on knowledge sharing, and the coefficient of this effect is 0.22, and abusive supervision through Islamic work ethics has a positive and significant effect on knowledge concealment, which coefficient is 0.22. This effect is 0.11The purpose of this research is to determine the effects of abusive supervision on knowledge sharing and concealment with the mediating role of Islamic work ethics. The statistical population of this research was all the employees of Chaharmahal and Bakhtiari universities, whose number is 2255 people, according to the size of each region, 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 chosen according to the volume of each floorAnd the data analysis was done at the inferential level, including the modeling of structural equations, and the data analysis was done with the help of structural equations in Warp software. The results of the research showed that abusive supervision through Islamic work ethics has a negative and significant effect on knowledge sharing, and the coefficient of this effect is 0.22, and abusive supervision through Islamic work ethics has a positive and significant effect on knowledge concealment, which coefficient is 0.22. This effect is 0.11The purpose of this research is to determine the effects of abusive supervision on knowledge sharing and concealment with the mediating role of Islamic work ethics. The statistical population of this research was all the employees of Chaharmahal and Bakhtiari universities, whose number is 2255 people, according to the size of each region, 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 chosen according to the volume of each floorAnd the data analysis was done at the inferential level, including the modeling of structural equations, and the data analysis was done with the help of structural equations in Warp software. The results of the research showed that abusive supervision through Islamic work ethics has a negative and significant effect on knowledge sharing, and the coefficient of this effect is 0.22, and abusive supervision through Islamic work ethics has a positive and significant effect on knowledge concealment, which coefficient is 0.22. This effect is 0.11

The purpose of this study is to determine the effect of organizational culture and organizational ethics on employee performance with the mediating role of deviant behaviors in the workplace. The present study is applied in terms of purpose and correlational in terms of how to collect descriptive information. The statistical population of the present study consisted of all employees working in the Islamic Azad University of Isfahan (Khorasgan) of 660 people, of which 244 people were selected through Cochran's sampling formula as a sample through stratified sampling method appropriate to the volume. Research tools Standard Questionnaire of Deviant Behaviors in the Workplace of Appleham et al. (2007), Standard Questionnaire of Employee Performance of Gibson et al. (2010) and Standard Questionnaire of Organizational Culture Robbins and Jaj (2017) and Standard Questionnaire of Victor and Cullen (1988) The validity of the questionnaires was examined based on content, face and structural validity, and after the necessary terms, the validity was confirmed. 0 and 0.92 were estimated and data analysis was performed at the inferential level including structural equation modeling. The results showed that this study shows that organizational culture and ethical atmosphere have a positive and significant effect on employee performance. Organizational culture and ethical climate also have a significant negative effect on deviant behavior, and deviant behavior has a significant negative effect on employee performance.

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 aim of the current research is to investigate the mediating role of organizational hypocrisy in the relationship between organizational silence and organizational rumors. The statistical population of this research was all primary school teachers in Farsan city, whose number is 650, according to the size of each region using Cochran's formula 242 The sample size was selected and the sample people were selected using the stratified sampling method according to the size of each stratum. The research tool was the standard organizational hypocrisy questionnaire by Kulichoglu et al. (2019), the standard organizational silence questionnaire by Kahuchi and Demirtash (2013), and the standard organizational rumor questionnaire by Dagli and Han (2018). The constructs were examined and after the necessary terms, the validity was confirmed, and on the other hand, the reliability of the questionnaires was estimated by Cronbach's alpha method as 0.77, 0.88 and 0.90 respectively, and the data analysis was at the inferential level. including structural equation modeling. The results of the analysis conducted in the research showed that organizational silence has a significant positive effect on organizational gossip, the coefficient of which is 0.77. And organizational hypocrisy has a significant positive effect on organizational gossip, which has a coefficient of 0.66, and organizational silence has a significant negative effect on organizational hypocrisy, which has a coefficient of 0.66, and also the effect of organizational silence on organizational spread through organizational hypocrisy is positive. It has an impact factor of 0.88

The purpose of this research is to determine the effects of corporate social responsibility on the company's reputation and brand equity with the mediating role of trust in the brand. The statistical population of this research was made up of all the customers in the branches of Saderat Bank in the number of 4662118, and 645 people were selected as a sample through the Cochran sampling formula through the purposeful sampling method dependent on the criteria. colleagues (2019) and the standard questionnaire of Suki and Suki's company reputation (2019) and the standard questionnaire of Sifsi et al.'s brand equity (2016) and the standard questionnaire of brand trust Tzemplikos and Gounaris (2017) that the validity of the questionnaires were based on validity The content was analyzed using the opinions of experts, the form based on the views of a number of the statistical community and the structure were examined with the factor analysis method, and on the other hand, the reliability of the questionnaires was 0.77, 0.77, 0.75 and Cronbach's alpha method respectively. 0.75 was estimated. Data analysis was done at two descriptive and inferential levels including structural equation modeling. The results of the research showed that corporate social responsibility through trust in the brand has a positive and significant effect on the reputation of the company, the coefficient of this effect is 0.735, and corporate social responsibility through trust in the brand has a positive and significant effect on the brand equity, the coefficient of which is 0.735.

The purpose of this study was to determine the impact of HR strategies on human resource productivity with the effect of moderating strategic leadership in Islamic Azad University of Shahrekord.

The research method was descriptive and correlational in terms of purpose and data collection. The statistical population of this study consisted of 300 employees and managers of Islamic Azad University of Shahrekord. 168 individuals were selected through Cochran formula through simple random sampling. The research tool was the standard strategic leadership questionnaire of Serat et al. [1]. The standard questionnaire of human resources strategies of [2] and [3] standard questionnaire of human resource productivity were validity of questionnaires based on content validity using the viewpoints of experts, formal based on the view of a number of communities. Statistical analysis was performed using factor analysis the validity of the questionnaires was confirmed after the necessary terms. On the other hand, the reliability of the questionnaires was estimated by Cronbach's alpha as 0.90, 0.91 and 0.92, respectively. Data analysis was performed at two levels including descriptive and inferential. Pearson correlation coefficient, Structural Equation Modeling (SEM) was used.

The results showed that HR strategies have an impact factor of 0.72 on personnel productivity and this effect is significant less than 0.05. On the other hand, the amount of adjustment effect of strategic leadership is 0.55 and it is less than 0.05, meaning that this adjustment effect is significant.

Originality/Value:

In this regard, the present study investigates the effect of human resource strategies on human resource productivity with the effect of adjusting strategic leadership in Islamic Azad University, Shahrekord Branch.