فهرست مطالب ali rashidpour

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.

Due to the lack of medical resources and the asymmetric growth of demand-supply mismatch in Iran, the costs of health services are high. Mobile value-added services can compensate for the lack of medical resources and promote justice in the distribution of health services. This study aims to provide a model for using mobile value-added services in the field of health for the Social Security Organization in Iran.

In this descriptive cross-sectional study in 2022, experts in health information technology from the Social Security Organization in Tehran province participated. A questionnaire with 62 items was designed to collect data whose validity was confirmed based on the opinion of five experts and the reliability was confirmed with a Cronbach’s α of 0.944. Exploratory factor analysis method and SPSS software, version 25, were used for data analysis and modeling.

The participants were 64 experts, 29% female and 70% male. The model consisted of 16 factors including perceived benefit, perceived well-being, user values, customer results, society results, organization results, financial and business effects, quality effects, technology infrastructure, reduced fear of technology, learning and empowerment, job-related factors, supports and incentives, attitude, dependability, and risk reduction.

The social security organization of Iran can use mobile value-added services in health to increase the satisfaction of the insured people including retirees and improve its processes according to the dimensions of the model presented in this study.

Context: 

cultural, social and political differences of the countries have been the source of additional problems in the application of the bureaucratic model.

The purpose of this research is to analyze the inadequacies of the modern bureaucratic system in Iran with a periodic comparative approach and to design a comprehensive model of bureaucratic leadership based on the leadership teachings of Cyrus the Great.

Among the related concepts, 128 lessons were obtained by using the comparative content analysis method in the field of three common components of leadership. In the community of experts, the snowball method was used and 13 people participated in the implementation of the three-step Delphi technique. The verification of extracted variables in the form of three components was done by using the opinion of experts and its validity was confirmed by professors and management, cultural and historical experts.

show that in the design of a comprehensive leadership model, "correctness of leadership", "honesty in leadership", "the existence of strategic thinking", respectively, have the highest rank among outstanding leadership traits, principles and skills.

model, Cyrus the Great had what today's thinkers consider as leadership traits, principles and skills, and this is a source of pride.

Mobile value-added services in health encompass all services beyond voice calls and their implementation carries many benefits. The aim of the present study is to rank the factors related to mobile value-added services in the health sector.

This research is of the applied and descriptive-cross-sectional type with the statistical population of all information technology experts in the Social Security Organization of Tehran province, including 84 people. The measurement tool, with 64 items in 18 components, and its reliability was obtained with Cronbach’s alpha of 0.916. The validity of the questionnaire was confirmed by 5 experts. For data analysis, confirmatory factor analysis method and SmartPLS software were used. For ranking related factors, a pairwise comparison questionnaire was designed and made available to 15 specialized experts and their opinions were calculated and ranked using Expert choice software.

The indices and coefficients obtained from the model of implementing mobile value-added services in the health sector have sufficient validity. The themes of effects and outcomes with a weight of 0.558, user understanding with a weight of 0.165, reliability with a weight of 0.115, mentality and expectations with a weight of 0.071, effective environmental conditions with a weight of 0.054, technology development with a weight of 0.037 have the most impact on the implementation of mobile value-added services in the health sector.

Organizations providing health services can implement by considering effective factors such as effects and consequences for using these services and other factors based on priority, in order to improve the acceptance rate, in order to improve processes and increase satisfaction

Considering the widespread influence of mobile phones in life and its various features, it is necessary to use value-added services of mobile phones in the field of treatment and health. This study aimed to identify and categorize the factors affecting the use of mobile value-added services in the field of health.

This qualitative research was conducted using thematic analysis. A total of 74 articles were extracted from scientific databases. Next, 51 related articles were fully reviewed using thematic analysis method. After that, basic, organizing, and inclusive themes were extracted, and the model was implemented. Validity of the research was confirmed by experts according to the degree of connection between the components and the mobile value-added services model in the field of health. The reliability coefficient was 97%, which indicated a high reliability.

Based on the review and analysis of the articles, the final model consisted of 64 basic themes, 16 organizing themes (understanding benefits, understanding well-being, user values, customer outcomes, community outcomes, organizational outcomes, technology infrastructure, reducing fear of technology, learning and development, occupational factors, support and incentives, technical reliability, human reliability, risk reduction, attitude, and expectation), and six global themes (user understanding, effects and consequences, technology development, environmental influencing conditions, reliability, and mindset and expectations).

According to the factors identified in this research, policy makers and health managers can have the right planning for the use of mobile value-added services in the field of health.

The purpose of this research was to identify the components of cultural competences of Iranian higher education managers. This research was conducted in terms of qualitative nature and thematic analysis method. Data collection was done by library method and by reading books, articles and related materials on the internet and by exploratory method. Qualitative method and Lawshe's reliability ratio were used to measure the validity of the data. The test-retest reliability method and intra-subject agreement method were used to calculate the reliability. AMOS software was used for data analysis. The results of the analysis showed that the basic themes of managers' cultural competence were 122 themes, which were identified with the overarching themes of cultural skills, cultural knowledge, cultural awareness, cultural interactions, and cultural tendencies. In the field of cultural skills, the themes of the organizer: the skill of accepting cultural differences, the skill of accepting cultural differences, the skill of evaluating cultural competences, in the field of cultural knowledge, the themes of the organizer: identification of the culture of beneficiaries from other cultures, the source of culture Beneficiaries from other cultures, epistemology of culture Beneficiaries from other cultures and in the field of cultural awareness, organizing themes: identity of own culture with emphasis on higher education, sourceology of own culture with emphasis on higher education and epistemology Khudi culture was identified with an emphasis on higher education. With the knowledge of these findings, scales and indicators can be used in the selection and appointment of higher education administrators.

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

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

Iranian current consumption pattern is far away from the optimal pattern from the point of view of Islamic values. Considering the problems, this study was conducted to identify the underlying cultural factors of Islamic-Iranian lifestyle. Taking a qualitative method and thematic analysis, and conducting semi-structured interview, the study used the ideas of 17 experts of management and planning of cultural affairs and communication sciences (mainly) from Isfahan province. Purposeful sampling and snowball method were used simultaneously to have a desired sample. Theoretical saturation criterion was the decision-making criterion for determining the number of participants. The results determined eight main themes as the most cultural factors affecting Islamic-Iranian lifestyle: 1) cultural assets; 2) interactive factors; 3) family-based examples; 4) religion-based examples; 5) environmental factors; 6) individual factors; 7) cultural examples; and 8) socio-ethical examples. Each of the main themes has some sub-themes. Iranian lifestyle in so many cases is affected by non-Islamic customs and traditions; therefore it seems necessary that policymakers and cultural planners focus on Islamic lifestyle, especially on the issues related to children.

One of the main issues that needs to be addressed in all societies is the strengthening of cultural identity. Strengthening the cultural identity strengthens the social solidarity of the society and also increases the social cohesion and social vitality of the society. Another benefit of strengthening cultural identity is the proper socialization of people. This study identified and analyzed the cultural policy to change the cultural identity of the youth of Ilam province. This research is practical in purpose and method, it is a combination of qualitative and quantitative methods. In the first stage, the qualitative content analysis method (comparison) was used for data collection, where the statistical basis is approximately 80 sources in the field of youth cultural identity, which were purposefully selected. Next, the texts were examined and passages relevant to the research questions were selected. Next, the Delphi technique was used to determine the dimensions, components and indicators of cultural identity change among the youth of Ilam province. This study considered 15 experts and lecturers (full-time and part-time) in the fields of sociology and cultural management in Tehran universities as a statistical sample using a purposeful snowball sampling method to determine the validity of the qualitative phase. At the end of the first stage, the determination of the dimensions of the cultural identity change of the youth of the province of Ilam was presented in the six dimensions of the strengthening of the local (indigenous) identity of the youth, taking into account the religion of the youth. young people, to find out cultural geography, to strengthen the Farsi language of young people, taking into account the cultural memory of young people and taking into account the clothes of young people. The core statistical population of the study is the youth of Ilam province, which is approximately 300,000 people according to the county system. The sample size was estimated to be 380 people based on the Cochran formula, and statistical analysis was performed at two descriptive levels using statistical measures (such as frequency, percentage and mean) and the inferential level of confirmatory factor analysis using Spss 22 and Lisrel 8.54. Significance of obtained coefficients and parameters of dimensions of change of cultural identity of young people in Ilam province, strengthening of local (native) identity of young people, consideration of youth religion, identification of cultural geography., strengthening the cultural geography of young people. Focusing on the Farsi language of young people, the cultural memory of young people and the clothes of young people, it showed that all the obtained coefficients are significant.

The aim of the present study is to investigate the mediating role of organizational cynicism in the relationship between incivility in the workplace and organizational silence. The statistical population of this study was all the employees of the universities of Chaharmahal and Bakhtiari provinces, whose number is 2255, according to the size of each region Using Cochran's formula, a sample size of 660 people was selected, and the sample people were selected using the stratified sampling method according to the size of each stratum. To collect the required data in this research, standard questionnaires were used and their validity and reliability were tested, and they were highly valid and reliable. In order to answer and check the hypotheses of the research, PLS-warp software was used to check the structural equations and path analysis using the partial least squares method. The results of the analysis conducted in the research showed that impoliteness in the work environment has a significant and positive effect on organizational silence, the coefficient of which is 0.77. And according to the output of Warp software, incivility in the workplace has a significant positive effect on organizational pessimism, the coefficient of which is 0.66, and also the effect of incivility in the workplace on organizational silence through organizational pessimism is positive with the coefficient of 0.88.

The aim of the present study is to determine the effects of perceived organizational policies on incivility in the workplace through the perceived resilience of employees. The statistical population of this study was all the employees of Chaharmahal and Bakhtiari universities, whose number is 2255, according to The size of each area was selected using Cochran's formula, a sample size of 660 people, and the sample people were selected using the stratified sampling method according to the size of each stratum. To collect the required data in this research, standard questionnaires were used and their validity and reliability were tested, and they were highly valid and reliable. The results of the analysis conducted in the research showed that perceived organizational policies through impoliteness in the workplace have an effect on perceived employee resilience. According to the WARP output, there is a significant value for the direct impact of perceived organizational policies through incivility in the workplace on perceived employee resilience.

The realization of cultural goals and ideals of societies and cultural organizations depends on the amount and type of activities underway, the degree of impact and also their possible consequences at different individual and social stratums and among different segments of society. In this regard, measuring and evaluating effectiveness of the activities are the best way to ensure optimal achievement of the designed goals. So, this study discussed designing a model for evaluation efficiency of cultural activities in Iran. This research was an applied study of the purpose and methodologically as mixed methods. The statistical sample in the qualitative section included all university experts and experts in the field of cultural & educational management, which was equal to 20 people. The research instrument consisted of researcher-made coding sheets whose validity was confirmed by Delphi group members and its reliability was calculated by P-Scott criterion of %95. Findings showed that the factors related to the development model of enhancement of health culture at education of Iran were identified in the form of 28categories and 610 concept codes. And pivotal: religiously (2categories), cultural factors (5 categories), psychological factors (3 categories), economic factors (2 categories) educational factors (3 categories), political factors (3 categories), organization & management (5 categories) and noble contingencies (2 categories). In the second study, the statistical population was 2500 faculty members and graduates of cultural management in Islamic Azad University. According to Cochran's formula, 384 people were selected as a statistical sample and were studied by available methods. Data collection tool was a questionnaire based on the results of the qualitative section and after analyzing the collected data by LISREL software it was found that the designed structural equation model has a good fit.

Pleasure of organizational actors is a reflection of their pleasant experiences that are strongly influenced by their organizational beliefs and lack of it will lead to psychological destruction. The purpose of this article is to identify the behavior of Pleasure employees of cultural organizations based on the dimensions of their Believable and individual behavior, from the perspective of purpose, states the kind of application with a combined method of data collection, analytical strategy, and hermeneutics of phenomenology using open coding strategy. Quantitative sampling of the research phase was random and in the qualitative was purposeful based on the principles of data saturation and subject persuasion. Quantitative research tools were researcher-made Believable questionnaires, Minnesota Satisfaction Survey (2000), and Ashford and Black Dynamic Behavior. In the qualitative phase, a semi-open interview based on the neopositivist approach was used. Validity and reliability of quantitative research tools are desirable, And with the help of credibility, transfer, reliance, verification and delivery, the validity of qualitative phase tools was proved. Based on this, first, with the help of quantitative research tools, the samples were classified into 4 groups. Then, in the qualitative phase of the research, interviews were conducted with samples that best represented the characteristics of individuals in each class. Findings showed that Believable employees have self-esteem and extra-role behaviors, yet some groups have a strong tendency to isolate. Unbelieving employees, on the other hand, resort to defense mechanisms such as fragmentation, inversion, schizoid imagination, and suppression, while fearing surrender and belonging to the organization.

The purpose of this article was the typology of organizational behavior of pleasure employees in cultural institutions based on the dimensions of believable and types of individual behavior.

The target population of this study was the employees of cultural organizations in the country. For the study, 2750 people, were selected as the statistical population and the sample size was 243 people. The research method was mixed and random quantitative sampling with researcher-made believer questionnaires, minnesota satisfaction questionnaire (2000) and ashford and black dynamic behavior (1996) tools. Accordingly, first, the samples were divided into 4 groups and then 34 of them were interviewed in the qualitative phase. Qualitative sampling was targeted and data collection were semi-open interview based on neo-positivist approach and data analysis was performed by open coding method. In addition, the validity and reliability of the quantitative and qualitative phase tools were favorable, assurance and reliability.

The results showed that among pleasure employees, believable samples have self-esteem and extra-role behaviors, however, a group has a strong tendency to isolation and loneliness. Meanwhile, unbelievable employees, during fear and surrender and hypocrite affiliation, they resort to defense mechanisms such as separation, reverse, schizoid imagination, and suppression.

One of the limitations of this research is its cross-sectional nature. Certainly longitudinal research will enriched the results.

The proposed framework helps managers and planners of cultural organizations, while identifying the pleasure employees of the organization and predicting their behavior, understand its positive reasons and include them in human resource planning.

This research provides a framework for researchers to examine the level of believable and the type of individual behavior of pleasure employees of organizations by presenting a model for measuring organizational credibility and a new way of combining quantitative and qualitative data.

The present study aims to typology the organizational behavior of dissatisfied employees of cultural organizations based on the belief and behavior dimensions. This study is applied in terms of purpose and is the mixed-mode in terms of data collection, and is phenomenological hermeneutics and open coding technique in terms of analysis strategy. Quantitative random sampling was used to select samples and researcher-made believer questionnaires, Minnesota Satisfaction Survey (2000), and Ashford and Black Dynamic Behavior (1996) were applied as research instruments. In the qualitative phase, the samples were purposefully selected and a semi-open interview based on the neo positivist approach was used. The validity of the quantitative instrument was confirmed using the capability of validity, transmission, reliance, validation, and reliability of simultaneous delivery, and observation. Statistical calculations also showed that the qualitative instrument has good validity and reliability. Therefore, at first, quantitative tools were provided to 291 samples, of which 275 were completed. Preliminary studies showed that 130 samples have the inclusion criteria who, then, were classified into "believer active", "believer passive", "unbeliever active", and "unbeliever passive" groups. The result of an interview with 36 samples showed that unsatisfied employees despite having a constructive voice of altruistic, due to the perception of organizational hypocrisy and pretense and violation of the psychological contract, While waiting for the Savior to appear, suffer from a lack of self-esteem, personality assassination, and job content desolation, and despite their ability to lead public opinion, they have deliberately isolated and defended itself due to the decline of the organization's legitimacy and without feeling guilty, secretly destroy the organization and hypocritical and show anti-production behaviors.

In this study, with the aim of "identifying the ideological requirements for the production of computer games with the ability to compete with other manufacturers in the world," it is an attempt was made to examine the production requirements in the ideological dimension. For this purpose, the mixed method with the exploratory approach was used in both quantitative and qualitative parts. Qualitative section Twelve experts of the gaming industry, using purposive sampling method, were selected from among the activists and officials of the gaming industry of the country as Delphi panel. In the quantitative part, from the results obtained by the Delphi method, a 5-point Likert scale questionnaire was prepared for the descriptive survey method, and 220 computer game makers in Tehran were surveyed by a questionnaire. According to the research findings, 11 indicators, which are ideologically necessary to produce a competitive computer game, were identified by the Delphi panel. Also, according to a census conducted by the creators of computer games in Tehran, paying attention to the ideological dimension with an average of 4.34, is necessary to produce a game and is of great importance

Considering the necessity of selecting and appointing hospital managers as one of the important goals of the health system, this study aimed to investigate the feasibility of establishing a surrogacy system with regard to meritocracy among the managers of hospital affiliated to Isfahan University of Medical Sciences, Isfahan, Iran, in year 2019.

The present study was descriptive survey. 102 managers of educational treatment centers, hospitals, and health-treatment networks, and human resources managers were selected using convenient sampling method. The research instrument was a researcher-made questionnaire. The validity and reliability (Cronbach's alpha > 0.7) of the questionnaires were confirmed. Data was analyzed using one-sample t-test.

The possibility of establishing a surrogacy system with competency approach in terms of existence and recognition of required competencies, the status of training and improvement, and performance evaluation and compensation was moderate among hospital managers. It was not possible to establish a surrogacy system with a competency approach from the perspective of planning and development, recruitment method, and the status of welfare services and maintenance among hospital managers.

According to these results, it is necessary for health system policymakers to pay attention to competencies in hospital substitute managers in order to increase efficiency and effectiveness in hospitals.

This study is conducted to codify culture-oriented leadership style among management elites and the talented managers via phenomenology method, and based on the seven-stage Colaizzi method. Data has collected through individual interview, in-depth, semi-structured, and to supply the validity and reliability of the study Lincoln and Guba assessment method have been taken into account. Removing repetitive codes and doing the final coding, findings of the study reveal the 127 codes obtained. Finally, after colaizzi’s seven stages have done, 77 codes remained and they have classified them in to 15 categories, and were categorized in main ten categories namely Context Management, Knowledge-based management, Rationalism, Organization Belonging, Organizational Insight, Development Oriented, Employee- Oriented, Commitment- Oriented, Emotional Support of Employee, and Cultural Intelligence. So, after confirming the validity and reliability of the study by participants in the interview, culture-oriented leadership style was codified.

The present study aims to probe the barriers to the consumption of written cultural goods in Bandar Abbas using the descriptive method of survey. The statistic population of this study is all experts in cultural organizations of Bandar-Abbas in 1391. Using Cochran sampling and random sampling based on volume we have selected 203 people as the sample. Research tools are questionnaires in two parts: one, demographic variables; two, ocean research on economic, social, media, education and the promotion. Face and content validity of the instrument has been approved by expert faculty, and its validity has also been confirmed by factor analysis Cronbach alpha reliability of the 81/0 respectively. For the analytical test data analysis, factor analysis, t test, analysis of variance has been used.Results showed that the economic barriers "cultural goods prices written" with a load factor of 798/0 and the highest rate of social barriers factor "down the role of the family in writing of cultural goods" with a load factor of 867/0, respectively. Findings showed that the economic and social barriers and cultural barriers to consumption goods were written more than average. Schools "with a load factor of 630/0 and the highest coefficient factor in the advertising and information barrier's advertising practices in the writing of cultural goods" with a load factor of 651/0, respectively. Results showed that the rate of systemic barriers, educational barriers and obstacles for new media advertising and media consumption of cultural goods was written at an intermediate level. Also according to the demographic characteristics of no difference in opinion, experts observed.

Cultural capacity making is a permanent process for helping people, organizations and cultural and political association for elevating and adapting with useful changes and effective countering with unhelpful changes of cultural and political atmosphere. The result of this process can be obtained from mission, special objectives, sources, texts and durability. The aim of this process is first answering the internal weakness of cultural and political organizations and strengthening the existing potentials, secondly, assistance to cultural and political sections for coordination with quick environmental changes. Therefore, attaining these targets facilitate the input feeding for interested groups who are general members of a culture and as a result cultural and political development takes place. The present article by a descriptive-analytical method examines the concept of cultural and political development. The examination of the role of cultural capacity making is done within four important aspects of cultural-political development. These four aspects are as follows: a) development of religious ideological base, b) development of cultural and political capital, C) development of cultural and political thought, d) institutional cultural and political development.