فهرست مطالب ali mehdizadeh ashrafi

The increasing importance of organizational agility in the past three decades has led to its increased application in this field. This research aims to present a model of organizational agility for the Iranian Charity Organization (ICO) with an emphasis on public participation in developing sustainable cities.

The purpose of this research is a developmental-applied study that was conducted with a mixed exploratory (qualitative-quantitative) approach. Qualitative content analysis was used to design the organizational agility model for the development of public participation using Clark and Brown's 6-step coding method. Textual data related to the research topic were analyzed, and agile themes were identified. Then, an organizational agility model based on the development of public participation with an overarching theme, 6 organized themes, and 22 basic themes was developed and proposed. In the quantitative part of this research, a survey was conducted among the managers and heads of endowment departments and charity organizations in the whole country. Two hundred twenty questionnaires were distributed among the statistical population; with continuous follow-up and using Cochran's formula, 200 people were selected randomly. Data collection was done through a researcher-made questionnaire, and PLS-Smart software was used to evaluate the external and internal validity of the model. The goodness of fit index, or GOF, is used to measure the overall strength of the research model. This measure is a number between zero and one; the closer it is to one, the better the quality of the model will be. Obtaining a value of 0.798 for the goodness of fit index (GOF) in the research model indicates a very good overall fit of the model.

Surveys show that waqf plays an essential role in the sustainability of cities in various dimensions, including economic, social, cultural and environmental. Waqf can be used as a sustainable source of financing urban development projects, especially in the fields of education, health, housing and social welfare. Endowments can play a role in improving the quality of life of city residents, especially in the fields of education, health and social services; and help preserve and restore the cultural and natural heritage of cities.The findings showed that organizational agility in promoting public participation is a multi-dimensional structure that includes the following 22 dimensions and indicators:Individual competencies (employees' competence, managers' competence, and the competence of dedicated people), customization and quality improvement (trust, understanding of needs, access to services, sense of responsibility, humility and respect), virtualization (outsourcing of services, supply of goods, provision of face-to-face services), institutionalization of education and learning (clarification, free access to information, flexibility, improvement of joint operation processes) and extra-organizational interaction (interaction with influential people, interaction with institutions, interaction with organizations).Strengthening these dimensions can increase the ability of organizations to adapt to environmental changes, respond to the needs of stakeholders and leverage active public participation to guide cities towards sustainable development. In addition, the external model showed satisfactory composite reliability and convergent validity, and all factor loadings exceeded 0.4 in the first-order factor analysis. Second-order factor analysis showed that all path coefficients were significant and confirmed the causal relationships between dimensions and components.

The proposed model, in the form of a multi-dimensional construct, provides a useful framework for understanding the nature of organizational agility in developing public participation in ICO for officials, managers, and experts in this field. Based on the results of the research, it is suggested to the top managers of the Oghaf organization that they make the organization agile through the implementation of all six dimensions obtained and that people's participation in this organization should be increased while becoming agile. Individual competencies state that the agility of endowment and charity organizations in order to increase public participation requires emphasizing the competencies of key stakeholders, including managers, employees, and endowment members. Emphasis is placed on the use of a competence approach in training employees and developing managers. Interactions outside the organization state that the agility of the endowment organization in order to increase people's participation requires the development and expansion of extra-organizational interactions. It is suggested that the managers of the organization strengthen these interactions, including interactions with related organizations, NGOs, and influential people in society.

This study aimed to develop a learning-based model of organizational entrepreneurship, utilizing structural equation modeling, within the context of Iran’s health insurance organization.

The study’s statistical population consisted of all managers and employees of the Iran Health Insurance Organization, estimated to be 500 individuals. Using the Cochran equation, 217 individuals were randomly selected as a statistical sample. Data was collected via a researcher-made questionnaire consisting of 86 items. Thirty experts confirmed the questionnaire’s face and content validity, and its reliability exceeded 0.7 in a preliminary test with 30 subjects across all variables under investigation. Descriptive statistics methods were employed for data analysis using SPSS version 22 software, while inferential statistics were conducted using structural equation modeling in Smart PLS version 2 software.

The study’s findings showed that causal factors significantly influence the central phenomenon and that the background factors, the central phenomenon, and intervening factors all impact the strategies employed. Furthermore, these organizational strategies influence the consequences. Specifically, an increase of 1 unit in strategies results in an increase of 0.919 in consequences.

Based on the results obtained, it can be inferred that organizational learning enhances creativity and fosters the generation of knowledge and new ideas. Therefore, it is crucial to consider the impact of causal factors on the central phenomenon, the role of contextual factors, and the influence of intervening factors on strategies, which subsequently affect the consequences.

Organizational happiness improves communication between people and leads to an improvement in their physical and mental health, as it increases positive emotions and improves the standard of living of employees.

The aim of this research was to examine the psychological dimensions of the organizational happiness model in the Ministry of Economic Affairs and Finance.

The present study was qualitative and of the developmental type. The research community included senior and middle managers and academic experts in Tehran in 2021, so 10 senior and middle managers of the Ministry of Economic Affairs and Finance and 10 college professors of organizational behavior were selected by random selection method. The research instrument was the interview, and the thematic analysis method was used to determine the dimensions, components and indicators related to organizational happiness. Confirmatory factor analysis was then used to determine the significance of each component and indicator. To test the validity of the model, the questionnaire for measuring the model was created as a five-dimensional spectrum and presented to 15 experts in the field. The collected data was then analyzed using a single-sample test.

The results showed that the components of individual characteristics, quality of life, social relationships, affiliation, physical health, self-evaluation, physical environment, quality of work life, organizational relationships, meaningfulness of work, flexible organizational structure and collaborative management were identified as psychological components of the organizational happiness model.

Based on the results of the present research, it is suggested that the psychological dimensions be taken into account in the model presented in order to increase the happiness and satisfaction productivity of employees in organizations.

The purpose of this research was to design the model of organizational virtue along with identifying and prioritizing dimensions, components and indicators and validating the proposed model of organizational virtue with a qualitative approach in the Ministry of Keshavarzi Jahad. The method of conducting the present research is a mixed method (qualitative-quantitative) and the statistical population was 12 experts who were answered using the interview tool. In this research, in order to analyze the data in the qualitative part of the method Theme analysis (theme analysis) was used, and based on the results, the research pattern according to the output of Atlas T software, including 1 overarching theme (organizational virtue model with a qualitative approach in the Ministry of Jihad Agriculture) and 7 organizing themes (health, responsibility, trust, forgiveness, justice-oriented, cohesion, opening horizons) and 24 basic themes (financial health, moral health, work health; social responsibility, economic responsibility, legal responsibility, environmental responsibility; honesty, transparency, goodwill , competence; sympathy, sacrifice, kindness; justice in the establishment of laws, justice in the implementation of laws, justice in relationships between people; harmony, adaptability, solidarity; optimism, fulfillment of obligations, happiness, growth.

With rapid environmental change, the emergence and complexity of new jobs and tasks, and competition in today's rapidly changing business environment to meet customer needs, the role of education and change in knowledge, skills, abilities and behavior of staff is tangible. Implementation of training and development of human resources causes people to be able to effectively continue their activities in accordance with organizational and environmental changes and increase their efficiency.The present study aimed to identify and explain the components and indicators of training and development of Knowledge-based human resources training and development strategy in the banking industry in the public sector. First, using theoretical literature the components of training and development strategy and knowledge management were extracted extracted, and in the next part, through Delphi method and interviews with 15 human resource management experts in Bank Mellat, using a semi-structured questionnaire , components and indicators of Knowledge-based staffing strategy were determined. After designing the pairwise comparison questionnaire, the opinions of human resources experts were collected and the components and indicators were weighted and ranked. According to the research findings, To successfully implement knowledge management in the training and development strategy in the field of human resources must be in five areas : Determining educational needs, determining the goals of education and human resource development, determining the content of courses, applying the principles and foundations of learning,Implementation and evaluation ;paid attention to a total of 24 indicators in the fields of structure, value and behavior in knowledge management.

Nowadays, human resource development is the concept of thought and idea by the organization's staff, and its new concept requires employees to be equipped with qualities and skills that, with full compassion and commitment fulfill their capabilities, energy, expertise and thought to fulfill their mission. Put the organization. This paper is aimed at designing the causal Pattern of Human Resources Development at Islamic Azad University based on the general policies of the administrative system transformation according to the fuzzy Dematel method. In this study, information about 16 experts and professors at Islamic Azad University, forms a statistical sample. The results show that individual, environmental, educational, social, economic and management factors affect human resource development at Islamic Azad University. The fuzzy Dematel-based method has also shown that the training factor with an average effect of 1.65 is the most important factor in this study. On the other hand, environmental factors with an average effect of 0.520 are a factor with the least effect.

Knowledge is a key factor and strategic resource for acquiring intangible assets that can lead to higher growth. Social capital can help organizations to manage knowledge and create sustainable competitive advantage. This study aimed to identify the components of social capital in knowledge management in the banking industry.Using the snowball sampling method, 15 people of mellat bank experts in sectors of human resources, training and planning were interviewed and content analysis method were used to analyze the interviews. The research findings were identified using a semi - structured questionnaire in delphi method by experts. Finally, weighting and ranking of components were carried out using ahp method and expert choice software.Results show that the components of the strategy of knowledge based social capital in the banking industry are three components of communication between individuals, trust between individuals, goals and shared values between individuals.Considering that human resource management practices potentially can develop the depth and content of social capital in an effective way , it is suggested that a knowledge-based social capital strategy be implemented in banks.

Nowadays, one of the necessities for every organization is an assessment and monitoring system in performance management form, monitoring the organization’s plans with a systemic approach at all levels, besides providing the feedback required to pave the way to achieve the predetermined objectives. The present study was aimed at designing a model for an organization’s performance management in the oil industry. It was carried out in two qualitative and quantitative phases by fuzzy Delphi and exploratory factor analysis methods, as well as confirmatory factor analysis (CFA). The qualitative phase was progressed by semi-structured interviews with 20 experts in oil industry and academic experts. In the quantitative phase, 241 senior and middle managers were chosen as the statistical sample. Based on the qualitative phase’s results and the fuzzy Delphi method, four main components (regulatory, recognition of criteria and dimensions of performance, executive plan and performance measurement, and continuous performance improvement) and 31 sub-components were identified for the organization’s performance management. The results of the exploratory factor analysis in quantitative phase revealed that 96.366% of the total variance is explained by these 31 components. Furthermore, according to the confirmatory factor analysis results, regulatory component affects the recognition of performance measures dimensions with the size of 0.771; recognition of criteria and dimensions of the performance has an effect with the size of 1.063 on the executive plan and performance measurement; and finally, the executive plan and performance measurement have an effect with the size of 1.056 on the continuous improvement and modification.

Today, the valuable importance of relationships in societies is not hidden to anyone, considering that the relationship between managers and their employees has an undeniable role in their success. The current research was carried out with the aim of designing a model of managers' relationships with employees, focusing on the hermeneutic approach at Yasouj University of Medical Sciences.Semi-structured interviews were used to collect data.  In terms of purpose, this research is in the category of applied research. The philosophical foundations of the present method are symbolic-interpretive paradigm, its approach is inductive, qualitative research, to analyze the data from the  Ground theory of the foundation  and purposive sampling has been used. The knowledge and experiences of 15 university professors and experts working in the headquarters of Yasouj University of Medical Sciences were used for interviews in accordance with the saturation rule at the subordinate level. The data obtained from the interviews during the open, axial and selective coding processes led to the creation of a relationship model with employees, which resulted in the level of subordinates including: productivity, organizational justice, coordination, administrative consent, recognition and prevention, conflict reduction and loyalty and commitment the manager. The results of the study showed that managers to establish effective and continuous relationship with their employees in order to achieve organizational goals and individual success during the tenure, as well as to pay attention to employees' issues and problems in relationships.

What plays a central role in raising and excelling an organization and administrative system and increases its competitive power is human power. Job re-creation refers to job redefinition. The aim of the current research is to provide a model of job regeneration in the health system.

This is a combined research study, and the research design is a mixed exploratory research design (qualitative-quantitative) and cross-sectional in terms of time. The statistical community of the research in the qualitative part, a group of professors in the field of public administration, human resources and organization in universities and higher education centers, senior managers of the organization development and resources department in universities of medical sciences and experts in the field of career design and in the quantitative part, administrative department employees There were 342 social security hospitals in Tehran province. In the qualitative part of the snowball sampling method, 17 people and in the quantitative part with the relative cluster sampling method based on Cochran's formula, 181 people were selected as a statistical sample. In the qualitative part, the data were extracted and analyzed using the SPSS and Amos software, through the implementation of the Delphi technique with four rounds of semi-structured and structured interviews, and in the quantitative part, through structural equation modeling (SEM) with a researcher-made questionnaire.

Qualitative findings showed that the model of job regeneration in the health system has four dimensions (structural, task, relational and cognitive), twelve components (formality, concentration, complexity, scope of control, independence, nature, feedback, assistance, consultation, perception of self, perception of job and attitude) and thirty four indicators. The results of the quantitative part showed that all dimensions and components of the research model were confirmed.

According to the obtained results, it should be stated that the important solutions for job regeneration include complete knowledge in the work area, complete knowledge of clients and their needs, complete knowledge of the space and organizational environment, complete knowledge of competitors and comprehensive analysis of them and What is very important is a correct understanding of the future of work. In explaining these cases, it should be said that for any change and development, we must have reached a sufficient stage of self-knowledge and self-confidence to know exactly what our abilities and possibilities are and to recognize our weaknesses and deficiencies in our work.

Succession is among the most optimal programs available to provide the most competent workforce for an organization's key positions when required. The primary objective of this research is to design a comprehensive model of succession management within the banking system. This study is a developmental and applied research in terms of its purpose classification. As far as its nature and method classification, it is a descriptive survey and exploratory research with the utilization of a questionnaire. The statistical population consisted of all banking sector staff members (executive, managerial, supervisory, experts, specialists as well as their assistants (Agricultural Bank). The number was approximately 340 people. In order to determine the number of samples and consistent with the statistical population table, the Krejcie \& Morgan decision-making model was utilized. In line with the statistical population, 180 samples were selected. The research model comprises of 5 indicators and 34 components. The model was validated/confirmed with the LISREL software. The components and indicators for succession in key occupations of the Agricultural Bank were identified and the final model was presented. The introduced model is the first such model for the Agricultural Bank. As a consequence of the comprehensiveness of its factors, it has a high capability to be generalized for other similar regulatory organizations.

This study was conducted with the aim of designing a model of employee relations with colleagues based on a hermeneutic approach and in order to better understand the relationships and relationships between employees. Semi-structured interviews were used to answer the research questions and Strauss and Corbin model was used to analyze the data. Philosophical foundations of the present method are symbolic-interpretive paradigm, its approach is inductive and the quality of research is qualitative. The statistical population of the study is 15 university professors and specialists working in the headquarters of Yasouj University of Medical Sciences, which was according to the saturation rule and using purposive sampling method. The data obtained from the interviews during the open axial and selective coding process led to the development of theory and the design of a staff relationship model. The results of the study include: learning, improving behavior, joint efforts, empathy, reducing conflict and violence, satisfaction, team and group formation, increasing power and increasing deviant behaviors. It is expected that due to the existence of social and human interactions, indicators of substantive reason such as social responsibility, commitment, attention and care of colleagues and observance of ethical and human principles prevail over employees.

Human resources as the most important assets of knowledge organizations and a source of creativity and innovation that have individual capabilities, talent, knowledge, experience, skills, abilities and attitudes, are the main foundation of organizational success. Sustainable in Iran's petrochemical industry is based on the future research approach. The purpose of the research is applied research and developmental and qualitative research and its implementation method is descriptive-survey research. The statistical population of the study is 15 experts who as a decision team in identifying indicators and dimensions of variables using non-random (targeted) method and snowball method . The research findings indicate that the model of sustainable human resource management in the Iranian petrochemical industry is based on a future research approach consisting of four main dimensions (input, organization, process, output) and 15 components and 53 indicators. These findings were obtained in three stages of expert questionnaires, the first stage Delphi technique and the second stage Delphi technique, which should be considered in all four dimensions.

Given the fact that welfare policies –due to the vast majority of interest groups- are in the face of complexity, this research aims at designing an implementation model of welfare policies. For this purpose, the mixed method is utilized containing the qualitative method for designing an exploratory model (by interviewing 15 social policy-making elites) and the quantitative method for testing the model (by surveying 265 social policy experts). Results the model dimensions consists of: Conditions, Strategies, Outcomes, Communications, Resources, Practitioners’ attitude and Organizational structure. Moreover, based on the quantitative findings, the structural analysis of data supports the correlation between indicators and indices and the correlation between indices and the main concept (welfare policies implementation). The Conditions dimension (foreign and interior) was the most important and the Resources and Outcome dimension were the least important, comparing all dimensions. The lack of a powerful and pivotal administration in the policy-making system that has been intensified by the merger of ministries, is considered one of the main problems. Based on the elites and experts’ ideas, the most important weaknesses are: imbalance between responsibilities and authority, inappropriate distribution of budget and bank resources, inadequate utilization of NGO’s capacity and civil partnership. In according to the findings, conflict of laws is an important obstacle for an integrated social policy implementation. Moreover, interorganizational communication for policy implementation isn't auspicious.

Employer branding refers to a group of economic, functional, and psychological benefits that are gained through employment. This study was carried out to investigate and provide an employer branding model in Iranian private insurance companies using the grounded theory (GT) qualitative technique. To this end, interviews were performed with 22 experienced experts of the Iranian insurance industry and senior managers of insurance companies operating in the sphere of human resources, and the required data was achieved from it. This is an applied study in terms of the purpose of research with a development approach in which the data collection is done qualitatively and, finally, is considered survey research in terms of environmental studies. In order to obtain information in this study, In-depth interviews are exploited. The three stages of open, axial, and selective coding resulting from the analysis of information and data presented 16 general categories in the form of a paradigm model that includes items such as causal conditions, meritocracy, deployment strategies, contextual factors, intervening conditions, facilitating conditions, and the consequences of the employer branding model process in private insurance companies and reveals the relationships between its various dimensions.

Researchers have considered several factors for Islamic ethics in the organizational and work field, but none of them have reached a comprehensive consensus on this matter, and based on previous researches, it is not clear how to provide a comprehensive evaluation of Islamic ethics in the organization, so the aim The current research is to present the model and rating of organizational ethics evaluation in small and medium industries using the structural-interpretive modeling technique. The statistical population of the research is the managers of small and medium-sized industries, which was designed after studying the theoretical literature on the subject of the initial model. To identify the criteria and express the relationships between the criteria, interviews of 20 experts in the field of human resources management were used with a non-probability sampling method. After designing the questionnaire, experts' opinions were collected and using Choice Expert software, using AHP and ISM techniques, the components and evaluation indicators of organizational ethics were prioritized. The findings of the research showed that in order to design the evaluation model of organizational ethics in small and medium industries, a total of 5 components and 17 indicators should be taken into consideration. The components are individual factors, organizational factors, environmental factors, structural factors, contextual factors, each of which has indicators, which were compiled by weighing and scoring the organizational ethics evaluation form with a total of 1000 points, which was obtained from the total points of each indicator.

The aim of this study is codification of indicators affecting the organizational performance management in the oil industry. This research was carried out in two parts: qualitative and quantitative by fuzzy Delphi methods and exploratory factor analysis and confirmatory factor analysis. The qualitative section was conducted by semi-structured interviews with 20 oil industry experts and academic experts. In the qualitative part, by fuzzy Delphi method, four main components (regulator, recognition of dimensions and performance criteria, executive plan and performance measurement, continuous improvement and improvement of performance) and 31 sub-components were identified. In the quantitative part, exploratory factor analysis and confirmatory factor analysis were used for modeling. The results of heuristic factor analysis show that 96.366% of the total variance is explained by these 31 components. In confirmatory factor analysis, factor loads indicate that in order to improve the performance of the organization, especially the countrychr('39')s oil industry, the identified components should be used.

The main purpose of this study is to provide an analysis of the effects of environmental factors on the development of entrepreneurial policies in Bank Sepah. The proposed model was examined in the form of two categories of external factors including cultural, social, economic, political and internal factors including financial support, technology, structure and process. The method of the present study is a fundamental research in terms of purpose and an exploratory research in terms of method. The expert population of the study is university professors specializing in the relevant field, experts and banking experts aware of the field of entrepreneurship. Due to the limited expert population, sampling was not done and 15 people were selected as the expert sample by the census method. In this research, fuzzy Delphi technique has been used to determine the components and dimensions of environmental factors to formulate entrepreneurial policies in Bank Sepah. For this purpose, a questionnaire was prepared and sent to members of the expert population, which identified a total of 7 main dimensions, 21 sub-dimensions and 40 components as environmental factors affecting the development of entrepreneurial policies in Bank Sepah.

In recent decades, entrepreneurship has been considered as one of the key issues in the field of policy (Nurbek et al., 2014). Entrepreneurship is considered as the engine of economic growth and social development, and policymakers are currently looking for how to create a dynamic and competitive entrepreneurial economy (Tessi et al., 2011). Economic development is growth along with increasing productive, physical, human and social capacities. The purpose of economic development is to increase the wealth and well-being of the people of the society and create employment. The trend of economic development in developed countries reflects the fact that the economy is influenced by entrepreneurship, so that entrepreneurs play a pivotal role in the economic development of developed countries (OECD, 2017).In recent decades, governments have strongly encouraged entrepreneurship. Governments by formulating strategies, policies and practical programs to promote entrepreneurial spirit and behavior, education and consulting, creating a suitable environment for entrepreneurs in various socio-economic areas, removing barriers, establishing communication and cooperation between them And facilitating their access to global markets play an effective role in entrepreneurship development in providing the necessary conditions and facilities for entrepreneurs to start their activities (Lindstrom and Stevenson, 2005).
This study aims to fill this gap in knowledge and for the development of this phenomenon in the bank, looking for answers to these questions:What are the environmental factors and components affecting the formulation of entrepreneurial policies in Bank Sepah?

Case study

The population of the preparation of the questionnaire consisted of experts is that the two groups of scientific experts, including professors, policy making and academic entrepreneurship consists of 5 members and experts in the organization, including senior management of Bank Sepah, which on entrepreneurship necessary information and in formulating policies for the banks involved , which numbers 10 people. We also do not have sampling in this study.Theoretical frameworkIn this research, through library studies and research background, the primary environmental factors of entrepreneurial policies in Bank Sepah were identified. Subsequently, during interviews with experts within the organization, these components were classified into two categories, internal and external, and unrelated components were removed. Finally, the conceptual framework of the research was designed using the performed classification, which includes 7 dimensions in the form of 40 components. In order to identify and reach an agreement to identify the final environmental factors, I will use the scientific technique, ie the fuzzy Delphi method. A questionnaire was designed and distributed among the community of experts, which included 15 university professors and senior managers of Bank Sepah. After collecting the questionnaires and collecting information from the fuzzy Delphi technique, we will identify and rank the factors.

The present study is a fundamental research in terms of purpose because it seeks to develop a new model of the policy-making process with an entrepreneurial approach for Bank Sepah. Also, considering that there is not much information about Bank Sepah policy model and it seeks to explore the effective components in developing a policy model, so in terms of nature, it is also an exploratory research. This research has an integrated approach that is used simultaneously qualitatively and quantitatively by deductive and inductive methods. In this research, first, the initial content was prepared based on the existing literature in the field of entrepreneurial policies with a systematic approach. Then, a number of experts and managers with banking experience, as well as experienced employees of Bank Sepah (queue and headquarters) along with a qualitative description of entrepreneurial policies with systemic approach and a description of mental conditions about the people in question, the options that The basis of the extracted literature is selected according to their compliance with the conditions of Bank Sepah.

According to the research results, it can be concluded that according to the values, average Likert score, fuzzy numbers, average acceptance threshold, component rank and agreement percentage, members of the expert population 40 components and 7 cultural, social, economic, political dimensions. , Identified financial support, technology, structure and process as environmental dimensions influencing the development of entrepreneurial policies.

In this article, we identified the environmental factors affecting the development of entrepreneurial policies in Bank Sepah. First, a conceptual framework for the influential environmental factors of the research was prepared through previous studies and interviews with experts in the field of entrepreneurship. Then, in order to identify and reach an agreement to identify the final environmental factors, we used the scientific technique, ie the fuzzy Delphi method. A questionnaire was designed and distributed among the community of experts, which included 15 university professors and senior managers of Bank Sepah. After collecting the questionnaires and collecting information, the fuzzy Delphi technique was performed in two rounds.Finally, members of the Delphi panel consisting of 15 experts in the field of entrepreneurship, the bank had a total of 7 dimensions and 40 factors as dimensions and parameters affecting policy entrepreneurial Bank Sepah have identified that a comprehensive model process for policy Entrepreneurship is in the field of banking and can be a reference for future studies of entrepreneurship researchers in the field of banking. The second advantage of this research is in discussing the method, which is a mixed method of quantitative and qualitative analysis appropriate to the organizational environment of Bank Sepah.

Today, entrepreneurship is known as the engine of growth and development of organizations and societies, so organizations are required to develop various policies to create, support and develop entrepreneurship. In this research, the effective factors of formulating entrepreneurial policies in Sepah Bank as the oldest and one of the commercial banks in Iran are identified and prioritized. This research will be done in two qualitative and quantitative stages. In this way, first, by studying the library, various policy models with its factors will be identified. Then, through interviews with banking and academic experts in the field of policy development, the main factors of policy development in Sepah Bank were identified and finalized. In the following, the Fuzzy Hierarchical Analysis (FAHP) method prioritizes the components and sub-components in the formulation of entrepreneurial policy, so that the research results indicate that for the components "process" and for the sub-components "Information" are the first priority.

One of the main organizational planning is human resource planning. The purpose of this study was to design a model for the implementation of human resource strategies in the field of health.

The combined research method and research design were also of the type of mixed exploratory research design. In the qualitative section, using the method of "samples contain rich information" with 20 heads of medical universities and senior managers of the Ministry of Health and Medical Education, using the Delphi method and using semi-structured questionnaires; Was interviewed. In the quantitative part of the research, a researcher-made questionnaire with multi-stage relative stratified sampling method was distributed among 334 senior and middle managers of the countrychr('39')s medical universities and the data were used by exploratory and confirmatory factor analysis. Analyzed with SPSS and AMOS software.

The results indicate that "human resource strategies" have six dimensions: 1. Human resource provision, 2. Training, 3. Performance evaluation, 4. Development and improvement, 5. Service reward and 6. Participation And "strategy implementation" has three dimensions and nine components as described: a- Structural dimension (1. structure of the implementing organization, 2. Capacities, 3. Resources), b- Environmental dimension (4. Macro environment, 5. Intermediate environment 6. Execution environment) and c- Behavioral dimension (7. Performers chr('39')behavior, 8. Target community behavior and 9. Developerschr('39') behavior). The results of the quantitative section showed that the impact of all dimensions of human resource strategies on the structural, environmental and behavioral dimensions of strategy implementation was confirmed.

Special attention to human resources, especially in organizations providing health services and health in the community as the most vital element of organizational success and creating a sustainable competitive advantage is always important in management.

The purpose of this study was to design and explain a good governance model for the general public libraries departments of the country using a integrated approach. The results of Delphi technique based on confirmatory factor analysis as a good governance model consisted of two dimensions, 9 components and 28 indicators: Political Dimension (Including 5 Components and 14 Indicators): Accountability and Transparency Component (Including 3 Indicators), Social Justice Component (Including 3 Indicators), Ethical Law Component Component (Including 4 Indicators), Participatory Component (Including 2 Indicators) and Corruption Component (Including 2 Indicators). Includes 2 indicators). Managerial Dimension (4 components and 14 indicators): Interactive justice component (including 4 indicators), Efficiency and empowerment component (including 5 indicators), Creative development component (including 2 indicators) and Professional Virtual Networks component (including 3 indicators). According to experts, Creative rules was as the top priority and social justice was as the least priority component of the political dimension. Also, creative development was as the top priority and professional virtual networks was as the least priority component of good governance in public libraries in the country. This is an applied-developmental research that identifies basic indicators by analyzing documents and interviews

Designing the contingency model of human resources management strategies using the strategic reference points of Stewart and Brown (2019) at the Export Development Bank of Iran is the purpose of this research. The present study is descriptive survey. The validity of the research was determined by experts' opinion and its reliability was 0.76 with Cronbach's alpha. In the first stage, the fuzzy method was used to design the model, In the second stage, the model was tested with 181 statistical population according to the Morgan table. The results of the Structural equations modeling test using Lisrel software, while confirming the theoretical, showed the experimental compatibility of the model. Finally in the third stage the gap between the status quo and the desired status of quadruple strategies was determined by the t-student test. According to the findings, the Bank's strategy did not fit in both the dimensions of differentiation and cost leadership as well as the employment of the foreign labor market. However, the maintenance of current personnel was confirmed. The HR practices in the whole bank coincided with loyal soldier strategy, but HR practices in the International- Credit Units aligned with committed expert and loyal soldier strategy. Finally, it is concluded that, Depending on the various units, it is necessary to establish a complete alignment of strategies. Developing distinct services, reducing costs, training Personnel for all units, however, for the headquarters, outsourcing contracts should also be considered.

Small and medium-sized enterprises (SMEs) have always been the focus of policymakers in different countries because of their very valuable capacity to create low-cost, high-efficiency employment. Given the high unemployment and necessity of employment as one of the most important concerns of policymakers in recent years, the present study focuses on the effective role of SME development strategies and policies in facilitating the process of setting up firms and Improving the business climate of countries.In this paper, the impact of business development policies on the development of small and medium-sized businesses was examined from both strategic development and operational development aspects, both of which had very high coefficients and their significant impact and relationship. Approved. It was also observed that in the dimension of strategic development, the variables "promotion of stakeholder satisfaction" and "promotion of labor and capital productivity" had the highest and the lowest coefficients, respectively. Among the variables related to the operational development, the variable "Increasing sales of products and services" had the highest and the variable "Risk management and strengthening of internal controls" had the lowest coefficient , both of which had their own relevant burden.

One of the main challenges of organizations is to achieve competitive advantage through a strategic vision of the future. The purpose of this study is to explain business strategies using the Michael Porter model (1985) and strategic orientation (recruitment from the internal or external labor market) as reference points in order to design the future of the HRM system at the Export Development Bank of Iran. The present study is descriptive survey. The statistical population consisted of 381 experts, 181 of them were selected as the statistical sample. The validity of the research was determined by experts in several stages and its reliability was 0.76 Cronbach's alpha and the data were analyzed using fuzzy hypothesis test. According to the findings, the Bank's strategy did not fit in with both dimensions of cost leadership and differentiation. From the perspective of the strategic orientation of the labor market, the maintenance of internal staff was confirmed with a moderate possibility, but the attraction of talents from the external labor market was not confirmed. Finally, it was concluded that the bank's policymakers with a futuristic look, use new e-technologies, Think about the customer-specific service and reduce the cost of providing services and pay attention to internal resources instead of outsourcing contracts.