فهرست مطالب aghil ghorbani paji

To date, research has been conducted on the commercialization of the humanities and various theoretical perspectives have been developed to empirically establish. Therefore, there is great potential for humanities research that uses theories for commercialization. The current research was conducted with the aim of commercialization challenges in humanities research with Interpretive Structural Modeling.

The main part of the research was the use of time using the qualitative method of thematic analysis and the quantitative method of Interpretive Structural Modeling in a sequential mixed Method. In the qualitative part, theoretical saturation was achieved after interviewing 13 experts. In this research, 318 open codes (initial concept), 154 basic themes, 28 organizing themes and 7 overarching themes were analyzed. The research sample in the quantitative section was the opinions of 9 research managers of Tehran universities.

The final model is formed in 5 levels, the need for systematic evaluation and view is the most effective level in the fifth level, and the factor of laws and regulations is placed in the fourth level, and components such as trust building, pragmatism, appeal, quality orientation, application and ... is at an acceptable level in the designed model. The analysis of the intensity of influence and dependence using MICMAC shows that it is based on the systematic external characteristics of the independent type that affect it and influence is one of the characteristics of this characteristic. The rest of the features are of the type of interfaces, the impact and influence of these features is very high, and any small change on these changes causes fundamental changes in the system.

Research managers can achieve successful results by using the presented model, including the ability to conduct research with the needs of society and the needs of industry and a systematic view in all academic processes.

One of the most important challenges that managers face today is decision making and policy in the field of advertising. The field of policy-making is very important as it affects the decisions of most policy makers. Therefore, the purpose of this study was to provide a model of tourism advertising policy by emphasizing the role of public organizations. The subject of this research is the Ministry of Cultural Heritage, Tourism and Handicrafts of the Islamic Republic of Iran. The research approach has been mixedmethod. In the qualitative part, the grounded theory method of the foundation is used. In the quantitative part, the structural equation modeling approach using smart-PLS software has been used for data analysis. Finally, macro-level advertising policy-making was categorized based on the concepts obtained in the form of 7 dimensions of targeting, resources and tools, administrative factors, policy-making players, environmental conditions, executive personality and executive skills. Findings from the quantitative part of the research were performed by GOF test, which confirmed the extraction model.

Meta-analysis is one of the most important and efficient methods and strategies of research because it provides the possibility of summarizing, integrating, combining, and interpreting the data and results of quantitative research and even expanding the theory in many areas of knowledge management. Aiming to quantitatively combine the results of research conducted on the factors affecting the success of knowledge management in Iranian organizations and using meta-analysis and CMA2 software, the study at hand selected 27 dissertations and 31 articles (58 studies in sum) from 2001 to 2019 using inclusion criteria and examined them. Cohen's d was used to interpret the effect size. Findings show that among all the variables studied in this meta-analysis, the ones with the greatest effect sizes are organizational culture (0.502), information technology (0.526), ​​support by top managers (0.604), knowledge sharing (0.608), motivation (0.554), education (0.537), empowerment (0.540), participation (0.557), teamwork (0.727), and human resource Management (0.645).

This study investigates the effect of human resource development and social responsibility of the organization on the turnover intention with the mediating role of organizational commitment in the police headquarters in Mazandaran province. The method of the present study was applied in terms of purpose and according to the method, it was a descriptive-survey research. The statistical population in this study was 120 officers of the police headquarters in Mazandaran province, which was determined by placing the sample number of 105 people in the Cochran's formula. The study sample was randomly selected by simple random sampling. To measure human resource development strategies Shay Questionnaire (2005), turnover intention Thatcher et al. (2003), organizational social responsibility Pratihari and uzma Questionnaire (2007) and organizational commitment Alan Saks (2006) Questionnaire was used. The reliability and validity of the research instrument were evaluated using factor loading coefficient, Alpha cronbach, composite reliability, convergent validity and divergent validity. The obtained data were analyzed using smart-PLS and SPSS. Data analysis showed that the development of human resources and social responsibility of the organization has been effective on organizational commitment of employees. Also, the development of human resources has been effective on the tendency of employees to leave the service, but social responsibility has no significant effect on the turnover intention; Also, the results of Sobel test showed that organizational commitment with a significance coefficient of./6972 It does not play a mediating role in the causal relationship between human resource development and turnover intention, but organizational commitment with a significance coefficient of 2.43 plays a mediating role in the causal relationship between organizational social responsibility and the turnover intention. The officers of the police headquarters in Mazandaran province believe that in return for supporting them through human resource management measures, it can make them more committed to the organization,

Application of Information Technology (IT) in organizations, is influenced by a myriad of factors within the context of individuals, organizations, and the environment. These factors might facilitate or hinder the correct use of information technology in the organizations.   The main reason for organizations using information technology is to increase the organizational productivity.  So, recognizing factors contributing to the application of IT can be vital for any organizations.

Method applied was Meta-analysis which was computed by Comprehensive Meta Analysis (CMA2) software. Findings of the previous research conducted in the IT application in Iran were scrutinized  with the aim of evaluating comparing the magnitude of each factor. 

Findings recognized 27 factors from 65 studies. Among the 27 effective factors in the IT application: IT skills, organizational structure, organizational culture, motivation and organizational environment had the highest effect. Gender, education, and age had the lowest effects. In order to simplify the findings, factors were classified in three groups:   individual factors, organizational factors and environmental factors of which organizational factors had the highest effect size with  a score of 0.617 and individual factors had the lowest effect size with a score of 0.493.

Iranian organizations incorporating information technology must pay added attention to the dimensions of staff skills, organizational structure and employee motivation.

The purpose of this study was to investigate the impact of workplace ostracism on workplace behaviors (deviant and rude behaviors) with the mediating and moderating roles of organization-based self-esteem and perceived organizational justice in Mazandaran Cultural Heritage, Handcrafts and Tourism Organization. In terms of purpose and method, the study was a descriptive and correlational. The sample was selected through random sampling, and the data was collected using questionnaires distributed among participants. The reliability and validity of the instrument were assessed using composite reliability, factor loadings, Cronbach's Alpha, convergent validity and divergent validity. Data was analyzed using Partial Least Squares and SPSS. Sobel and VAF tests were used to measure the mediating role of organization-based self-esteem. Data analysis showed that workplace ostracism has a significance effect on workplace behaviors and organization-based self-esteem. The organization-based self-esteem has a significance mediating effect on the relationship between workplace ostracism and workplace behaviors. On the other hand, the analysis performed using Sobel test indicated that almost 40 percent of workplace behaviors change the workplace ostracism through the mediating role of organization-based self-esteem.

University professors are regarded as the most important factor influencing the achievement of university goals. Organizational indifference among professors can play a major role in the failure to achieve these goals.. Therefore, the aim of this study was to investigate the effect of emotional exhaustion on organizational indifference with the mediator role of cultural intelligence in Ms. Allameh Tabataba'i University professors.. This research in terms of the purpose and terms of methods, descriptive and correlational study is that the adoption questionnaire and survey data have been collected. The required data were collected with using Emotional Exhaustion Choi et al (2014), Organizational Indifferences Danaeifard et al (2010), Cultural Intelligence Earley & Ang (2004) questionnaires. The research population is 140 women professor of Allameh Tabataba'i University. The reliability and validity of the instrument were measured by using the composite reliability, factor loadings, Cronbach's Alpha, convergent validity and divergent validity. Data were analyzed by using partial least squares and SPSS. Sobel and VAF tests for measuring the impact of mediator role of Cultural Intelligence. Data analysis showed that Emotional Exhaustion has a significance effect on Organizational Indifferences and Cultural Intelligence. The moderated role of Cultural Intelligence has a significance effect in the relationship between Emotional Exhaustion and Organizational Indifferences. On the other hand, analysis is performed using the Sobel test indicated that almost 76 percent of Organizational Indifferences changes the Emotional Exhaustion through a mediator role of Cultural Intelligence.

The phenomenon of rejection in working environment has attracted the attention of the social sciences thinkers because the negative effect of this phenomenon on the performance of the individual and organization has been proven; therefore, the purpose of this study was to examine the effect of perception of deprivation in the workplace on deviant behaviors with the role of mediator of organizational pessimism and the role of neuroticism moderator. The present study utilized an applied and descriptive-survey method. The statistical population of this study was 180 officers of the police headquarters of Yazd province. 123 people were selected based on Cochran's relation and were selected by simple random sampling. Required data were collected using standard deviant questionnaires in the workplace Frys, Brown, Barry and Lian (2008), Wilkerson's pessimistic, Evans and Davis (2008), Deviant behaviors of Bennett and Robinson (2000), and John and Seirostava (1999). Reliability and validity of the research instrument were measured using composite reliability, Cronbach's alpha, convergent validity and divergent validity, and then the general fit of the research model was measured. Sobel and Waf tests were used to measure the severity of the work and the t-test of organizational pessimistic mediation. Data analysis showed that perceptions of rejection in the workplace were effective on deviant behaviors and organizational pessimism, and neuroticism also played a moderating role in this regard. On the other hand, the Sobel-Waff test showed that more than 32% of the total work rejection effect on deviant behaviors was indirectly explained by the mediator of organizational pessimism. Considering that deviant behaviors in the workplace are not obvious and obviously not recognizable, the findings of this research can be applied to HR managers in relation to hiring people for occupations in which deviant behavior is problematic.

Today, Human Resource (HR) is regarded as one of the essential corporate capitals especially among service companies like insurance companies. Given the role that HR plays in achieving organizational effectiveness, HR managers have always focused on maximizing HR Organizational effectiveness.  Hence, the aim of the current study was to examine the effect of HR flexibility on the organizational effectiveness of Iran Insurance Company with respect to organizational citizenship behavior. Based on sample of 100 was selected from a population of ….. The research data were collected using a questionnaire which was piloted to verify its content validity through convergent and divergent validity. Further, its reliability was assessed via Cronbach's alpha and composite reliability (CR) and reliability of factors was measured through factor loading. The data in this study were analyzed via Confirmatory Factor Analysis and variance-based Structural Equation Modeling using Partial Least Squares Method. The SPSS and Smart-PLS software were employed in the analyses. The findings verified the significant effect of HR flexibility on organizational effectiveness (t=9/478) and on organizational citizenship behavior (t=28.894). Moreover, significant correlation was found betweenv organizational behavior and organizational effectiveness (t=2.092). The findings from the Sobel test revealed that organizational citizenship behavior could account for approximately 17% of the effect of HR flexibility on organizational effectiveness (t =0.154) and that intensity is significantly correlated with organizational effectiveness (0.1730).

one of the most important aspects of ethics in organization is organizational virtuousness, organizational citizenship behavior and organizational happy. This research seeks to examine the impact of perceived organizational virtuousness on organizational identification with the moderator and mediator role of organizational citizenship behavior and organizational happy in the Traffic Police. Research. in terms of the purpose and terms of methods, descriptive and correlational study is that the adoption questionnaire and survey data have been collected. The reliability and validity of the instruments were measured by using the composite reliability, Cronbach's Alpha, convergent validity and divergent validity. Data were analyzed by using partial least squares and SPSS. Sobel and VAF tests have been used to measure the severity and t-value of the mediator role of organizational citizenship behavior. Data analysis showed that perceived organizational virtuousness has a positive significance effect on organizational identification and organizational citizenship behavior. The modereated role of organizational happy has no positive significance effect on the relationship between organizational virtuousness and organizational identification. On the other hand, analysis is performed using the Sobel test indicated that almost 52 percent of organizational identity changes the perceived organizational virtuousness through a mediator role of OCB. Therefore Employees who perceived a high level of organizational virtuous believe that the expectations and priorities attaches great importance to them.

This study aims to investigate the effect of perceived organizational support mediates rol in the relationship between job stressors with organizational citizenship behavior. As for the research objectives, the present study can be classified as an “applied research”, while as for data gathering, it is descriptive as a cross-sectional survey. The required data using questionnaires were collected about stress Cooper et al (1988) and Smith (1981), organizational citizenship behavior Organ (2006) and perceived organizational support shumaila (2012). The reliability and validity study, using a factor loadings, Cronbach Alpha, composite reliability, validity: convergent validity and divergent validity. The data were analyzed using SPSS and Smart –PLS software. Also The Sobel test and VAF for measuring the effect and t – value of mediator variables. Data analysis showed that job stressors have negative significant on organizational citizenship behavior and perceived organizational support. On the other hand, analysis is performed using Sobel test indicated that almost 33% of job stressors on organizational citizenship behavior change through the mediating variable of perceived organizational support.

This paper is considering the relationship between conflict management styles with human resource productivity in Sina Bank. The statistical population using Cochranʼ formula was 85 people in Sina Bank staff in Tehran. The sampling method was purposive non-probability. The research method was correlational and applied one. The conflict management styles were measured by Daria and Prause (2015) questionnaire and human resource productivity was measured through Taylor & Brient questionnaire (2013). The validity and reliability of the research tools were measured by factors loading coefficient, Cronbach's (a), composite reliability, convergent and divergent validity. The data were analyzed through the SPSS and smart-PLS software. The results showed that there was a significant positive relationship between conflict management styles and human resource productivity in Sina Bank. The results of minor hypotheses also showed that there was a significant positive relationship between integrating, dominating and compromising with productivity, but there was not positive relationship between avoidance and obliging with productivity.