فهرست مطالب ali reza amirkabiri

The advancement of information technology has changed the way of performing all activities and the use of the Internet in the economy and business, especially in the banking industry, has grown significantly. One of its important achievements is electronic banking. The electronic banking industry plays a significant role in improving the performance of the country's tax system. Using electronic transactions of banks in the tax system can increase transparency, reduce tax evasion, increase the supervision of tax officials, increase efficiency, and reduce executive costs. Examining the effect of electronic exchanges on the creation and strengthening of social trust in the tax system seems to be very necessary. Therefore, according to the importance of the subject, this research seeks to design and explain the social trust model in the country's tax system, relying on B2B electronic transaction mechanisms in the banking system (Sepah Bank's case study). In the first phase of qualitative research, to find the primary categories and design the primary model or framework, by applying the case study strategy and collecting information through structured interviews, and by applying Thematic Analysis method, the research model is designed. In the second phase, to explain the social trust model in the country's tax system, relying on B2B electronic transaction mechanisms in the banking system, questionnaires and data analysis using Delphi methods are used.

The purpose of this research is to present the knowledge sharing model in Maskan Bank of Iran. The research method is applicable in term of its purpose, and mixed in terms of implementation. The statistical population in the qualitative part includes 15 experts, professors, and all people who have had practical or research activities in the field of knowledge sharing, using a purposive sampling method; and in the quantitative part, it includes 344 employees of the headquarters of Maskan Bank of Tehran, using a simple random sampling method. Data collection was done in the qualitative part by using semi-structured interviews; and in the quantitative part by a researcher-made questionnaire. The data-based method was used in the analysis of the data of the qualitative part, and PLS software in the quantitative. The results in the qualitative part showed that 6 structures include: causal conditions (with 3 dimensions of universality and inevitability, the need to change the attitude towards branding, urban brand identity), contextual conditions (with 3 dimensions of brand structural coherence, urban branding, strategic location of city), intervening conditions (with 3 dimensions of tourist behavior pattern, investment/financing, environmental factors), dimensions of the phenomenon (with 3 dimensions of creating a platform for smart tourism, attention to stakeholders, integrated urban brand management), strategies (with 3 dimensions of urban advertising system improvement, smart urban branding design, urban brand culture), and consequences (with 3 dimensions of social capital development, development of quality of life, competitive power of urban brand). Based on the results of quantitative analysis, the relationships between significant research variables and the model have a good fit.

As most researchers agree and acknowledge, Iranian administration is transitioning from a new public affairs administration and evolving into a new public service provider. However, a number of traditional viewpoints and opinions are yet to achieve some necessary revision, as the quality and quantity of services remain vague and ineffective for the audience and recipients of these services. The present research attempts to study the existing public services and welfare policies, in comparison with the ideal situation and conditions, in order to reveal the inconsistency between them, from a pathologic perspective. To this end, among the qualitative research approaches, the content analysis method was adopted, and the meta-synthesis method was used to extract the necessary key concepts and content codes from 32 papers. Peer-reviewed research and analysis papers were used as references and inspected to collect information and data. After extracting the content codes, a focus group consisting of 15 participants was consulted and deliberated with, until validity was confirmed and the necessary indicators were obtained. Regarding the desirable range of these indicators, 31 elite field members of the Ministry of Cooperatives, Labour, and Social Welfare, were queried. On the other hand, 350 questionnaires were distributed among a ministry clientele to determine the status quo regarding the quality and quantity of service provision and reception. Findings indicate disagreement between elite members and managers of the ministry versus service recipients and people. As such, we are still far away from an ideal society and governance when it comes to provision of public services..

intervening conditions, strategies and consequences of presenting a public policy model in the country's tax affairs organization. Public policy making is a process during which some issues are brought to the attention of the government, solutions are developed for them, and a policy is approved and implemented from among the solutions. In terms of methodology, this research is a qualitative research (foundation data theory). The sampling method is theoretical and purposeful and the sample size is 14 experts in the field of policy making in the country's tax system. The content of the research is using the semi-structured interview technique and Structured and compiled with experts. The findings during the process of open, central and selective coding indicate that the ideal general policy model of the country's tax organization includes the above conditions (3 categories and 12 conceptual codes and 173 primary codes), background conditions (4 category and 23 conceptual codes and 168 primary codes), intervening conditions (6 categories and 22 conceptual codes and 220 primary codes), strategies (3 categories, 8 conceptual codes and 48 primary codes) and outcomes (2 categories, 4 conceptual codes and 30 is the primary code.

The purpose of this research is to investigate the impact of environmental stimuli on the implementation of the agility policy in logistics villages of Tehran province. The current research is applicable-developmental in terms of purpose. The statistical population of the research includes managing directors and members of the board of directors, deputies, managers and heads and supervisors of different departments of logistics villages in Tehran province, whose number is 99 and the sampling method is total number. The information collecting tool was the questionnaire of environmental stimuli made by the researcher, taken from the qualitative section. The reliability of the research was checked and confirmed using Cronbach's alpha criterion in SPSS software. SPSS software was also used for data analysis, and PLS software was used for structural equation modeling. The findings of the research showed that the acceptance percentage of the language term "very high pressure and impact" is confirmed for the category of the impact of environmental stimuli on the implementation of the agility policy of the administrative system of logistics villages in Tehran province, and also the model has a good fit.

One of the most important security challenges in e-banking security centers is the inability of the internet to deal with attacks. These attacks are easily implemented and can be controlled locally or remotely. Most of these attacks are successful in reaching the main targets of the attack and bring the attacker to their desires. The reason for this is that there are many mechanisms for launching attacks based on the characteristics of the victim's server, which makes it impossible to provide a comprehensive defense solution against the attacks. Several strategies have been proposed to identify and deal with these attacks. In this paper, a combination of algorithm for selecting genetic features and machine learning methods, including decision tree algorithm, deep neural network and KNN, are presented. Provide guidelines for validation, the results obtained with other techniques such as machine learning techniques and combined with other optimization methods are compared and evaluated. In this research, 10% of KDD Cup 99 dataset for simulation has been used. First, in the preprocessing of data, the values of all attributes are converted to numbers, and the output characteristic values are changed to two values of zero and one. The results of the research indicate that the accuracy of the proposed strategy for detecting intruders compared to other recent methods is about 5%.

Increasing the health of employees is one of the ways to deal with the problems of organizations, which organizations are searching and exploring this issue. Health leadership is one of the key points of employee health and development. The people who are placed in this position can be the source of many changes, so understanding health leadership in a complex environment with the orientation of maintaining the culture around the physical and mental health of employees is very important. Since a specific model for health leadership has not been formulated so far, the main goal of this research is to share an overview of ideation, conceptualization of the health leadership model with a mixed method of exploratory, qualitative analysis of the theme for employee health.

The statistical population of this research was key and informed experts and the University of Medical Sciences of Health and Medical Services of Lorestan province. Sampling has been continued and compiled until the identification and description of dimensions and elements with a qualitative approach and with the qualitative method of content analysis and theoretical saturation. The data was collected through written interviews with the selection of 16 experts and using a semi-structured interview tool. To calculate reliability, coding was done by reading the interviews line by line manually in two stages. Finally, it was analyzed with the theme network analysis and the three-step coding method, and the effect on the dimensions and elements of the main theme of the organizer were categorized, summarized and formed.

After three steps, coding and analysis of interview data, 54 basic themes were extracted, 36 organizing themes and finally 6 inclusive themes were identified and extracted. The empirical findings of this research, based on the results, show that health leadership increases the well-being and physical health of employees, and the benefits of interventions preserve the human resources of organizations. The extracted model with dimensions and key elements of the leader, position and followers, mechanism, antecedents and consequences with theme categories was presented as a proposed health leadership model to leaders and future research for employee health.

The results of the present study showed that a set of identified individual and organizational behaviors can create a conceptualization model of health leadership that is uniquely able to guide managers and policy makers towards health and well-being outcomes and create an opportunity that It leads to the realization of a new performance platform for the group under the leadership of the future health of organizations. This study, for the first time in Iran, has highlighted the need to provide a topic analysis for employee health as a major part of human capital.

The present research was conducted with the aim of designing and explaining the succession model with the approach of talent management in the Islamic Republic of Iran Army. This research used a mixed method to obtain a practical model and consisted of two parts: qualitative (foundation data theory method) and quantitative (method of structural equations) is used. The results showed that the presented qualitative model consists of causal conditions (organizational structure, intra-organizational management, policy and upstream documents, background conditions (education and training, human resources capabilities, laws and guidelines), central category ( Evaluating selected candidates, progress of selected candidates, selecting and attracting and employing talent), intervening conditions (people, organizational limitations, supportive atmosphere of the organization), strategies (optimization of succession-training program, talent maintenance, promotion and development of talent, identification key positions), outcomes (strengthening the succession culture, evaluating the effectiveness of the succession system, developing talent management). After testing the mentioned model, the prioritization of each of its components was determined and presented. In the following, the test of the presented model was discussed and finally the research hypotheses and their test results were presented.

The purpose of this article was to investigate the antecedents and consequences of the conceptualized model of health leadership for the promotion of employee health in the hospitals of Lorestan University of Medical Sciences, Health and Medical Services.

The research method employed was qualitative, using thematic analysis, and was applied in nature. The participants in the study included some experts in the field of management in the health sector, who were selected based on purposive sampling. Fourteen individuals were chosen based on specific criteria (management service history in the health sector, willingness to be interviewed, general management experiences, publications in the health and management fields). The sample size was also determined basedon the principle of theoretical saturation. The research tool was semi-structured interviews, which were developed through several rounds of feedback with experts. Its validity was confirmed through expert opinions, and reliability was assessed through inter-coder agreement coefficient. Data were analyzed using coding method.

The results indicated that for identifying the antecedents and consequences of health leadership in the hospitals of Lorestan University of Medical Sciences, there are four overarching themes (health leadership, health leadership mechanisms, antecedents of health leadership, and consequences of health leadership) and 22 organizing themes.

The findings of the research provide an opportunity to respond to well-beingand as a part of identifying significant prominent themes in human capital, particularly aiding and supporting management in reducing turnover and relocation for the health of employees.

The purpose of this research is to design the human resource agility model in the Ministry of Justice. This research is in terms of philosophy, interpretation, inductive approach, and the goal is developmental-applicative, and in terms of the nature of the data, it is of a qualitative type using thematic analysis method. 11 people were selected for purposive sampling and continued until the theoretical data saturation stage. Data collection was done through semi-structured interviews. To ensure the validity and reliability of the research data, two methods of review by participants and review by colleagues and intra-coder reliability were used. Data analysis was done by thematic method and using MAXQDA software. As a result, the human resources agility model in the Ministry of Justice consists of 94 basic themes, 21 organizing themes and 6 main or comprehensive themes, including management and leadership, organizational climate, efficient human resources information systems, strategic agility, behavioral agility of human resources and structural agility. Therefore, the efforts of the managers and policy makers of the Ministry of Justice to implement the identified categories in this ministry and paying attention to the identified indicators can make human resources agile in this ministry.

Talent management is the application of a set of integrated activities that organizations use to ensure the provision (attraction, retention, motivation and development) of the forces they need now and in the future. By understanding the key role of competent, talented and capable employees in the success of organizations, the present research identifies the dimensions of talent management model based on meritocracy.

This study is an applied research that was conducted qualitatively using thematic analysis method. A semi-structured interview was used to collect data. Interviews with 15 municipal experts were conducted in a targeted manner up to the stage of theoretical saturation and data analysis was conducted in three stages of extraction of basic, organizing and comprehensive concepts.

Based on the data analysis, 7 organizing themes including organization strategy, merit seeking(discovery/talent search), evaluation and attraction of talent resources, talent recruitment, talent cultivation (development or talent enhancement), career path management and talent search were identified along with forty one basic themes.

The mentioned model can be used as a guide for municipal managers, and all measures related to the management of key talents should be carried out in the form of the dimensions identified in this research.

During the development transition process, policy makers usually focus a lot on the status and further development of the formal institutional environment, hence, adapt laws and regulations according to the conditions. The lack of coordinating institutions and inefficient communication channels, the lack of institutionalized cooperation between government agencies, as well as between the government and other different private sector actors is a formal vacuum resulting from the severe fragmentation of public administration departments. Various informal organizational gaps are related to the use of traditional resources, in which it is difficult for rural people to change existing methods in agricultural production and participate in local activities, thus the effect of institutional gaps is evident, especially in unstable organizational environments. These gaps require an efficient institutional structure between government agents and rural communities to create a willingness to cooperate and participate in rural development affairs. Therefore, the aim of the research is to determine the dimensions of institutionalism in rural development and to design and explain the model of sustainable rural development based on institutionalism in the country.Therefore, the aim of the research is to determine the dimensions of institutionalism in rural development and to design and explain the model of sustainable rural development based on institutionalism in the country.The main direction of the research was fundamental and applied. Qualitative research method with inductive approach (model exploration) and grounded theory strategy has been used. The data collection tool was a semi-structured in-depth interview with targeted non-probability sampling with twenty people in the form of theoretical saturation from the experts of the policy and public policy group, having the characteristic of scientific and executive expertise.In this research, the paradigmatic model of sustainable rural development in the roles of causal conditions, contextual conditions, intervening conditions, core category, strategy and consequences of design and formulation, and institutional dimensions, micro-fundamentals of institutionalism, macro-fundamentals of institutionalism, the process of institutionalization in the village during the strategy of integrated institutionalism and The consequences of institutionalizing sustainability in the village include legal-administrative sustainability, cultural-social sustainability, ecological-physical sustainability and economic-industrial sustainability identified.

Nowadays, social networks are an essential part of daily life, and it's safe to say that the majority of the world's population uses at least one social media platform. With the advancement of technology and the prevalence of the Internet, social networks have become an integral tool for communication and information sharing. As more citizens turn to web 2.0 services and social media platforms, governments are increasingly considering using them as a channel for service delivery. In this research, we aim to identify the factors that impact the government's use of social media for service provision. By doing so, governments can gain a better understanding of the factors that influence their decision to enter this field and take more informed steps in this regard.
Research Question(s)
In this article, we aim to address two key questions: if the government intends to provide services through social media tools, which set of influential factors will be at play, and which of these factors will be driving versus prevented? Identifying these factors is critical for the government to better understand the factors that influence its decision to enter this field and take more informed steps in this regard.
Literature Review
According to Mergel's study in 2016, the adoption of social media in the American government requires careful consideration of two key activities: strategic alignment and routinization. Strategic alignment involves ensuring that the use of social media is in line with the government's overall objectives and priorities, while routinization involves establishing clear processes and procedures for using social media, as well as ensuring that it becomes ingrained in the daily routines of government employees and citizens alike. By taking these factors into account, governments can better ensure that the use of social media for service provision is sustainable and effective.
Gregory (2016) examined the relationship between public sector social media usage and citizens' trust in e-government websites. Using a sample of 1100 citizens in Seoul, South Korea, the study found that increased use of e-government websites is negatively correlated with citizens' satisfaction and trust. On the other hand, the findings suggested that the use of social media by the government can lead to higher levels of trust and satisfaction among citizens. While the study was limited to a single city in South Korea, it provides valuable insights into the relationship between government social media usage and public trust.
Wukick and Mergel (2016) investigated the repurposing of social media information in American public sector institutions. The study highlighted that government organizations often default to trusted sources of social media information rather than seeking out new sources, and that private institutions may utilize social media to communicate their messages directly to citizens. These findings indicate that the use of social media may be limiting the range of information available to the public and introducing a degree of bias into public discourse.
Reddick et al.'s (2017) research studied the utilization of social media, particularly Facebook, in providing government services. The study utilized a double-loop learning theory approach to evaluate the relationship between the government and citizens. The findings showed that the government uses Facebook to modify citizens' behavior toward organizations and promote greater support. Additionally, the study found that social media is effective in monitoring citizens' needs and prioritizing them based on different categories. Overall, this study suggests that social media can be a powerful tool in delivering government services and enhancing communication between the public sector and citizens.
Aizhan et al.'s (2017) study examined the utilization of social media in the e-government sector for the public health sector. The research was conducted as a systematic review, in which studies related to the topic were examined. Out of 2441 related studies, 22 were fully examined. The findings of the study suggested that transparency, accountability, public participation, and cooperation were prominent characteristics of using social media in the government service sector. The study aimed at providing insights into the potential benefits of social media for public health services and highlighting the need for further research in this area.
Medaglia and Zhu (2017) investigated the use of social media by Chinese government agencies. This study analyzed data from Weibo, a Chinese social media platform, and aimed to understand the public's opinion on government social media accounts. The study used a sample of 417 users and found that there was a lack of engagement and interaction on government social media, leading to a decrease in creative ideas. Additionally, users had a lower evaluation of government social media compared to other platforms. These findings suggest that government agencies may need to reevaluate their strategies for effectively using social media for public outreach.
Rodriguez et al.'s (2018) study investigated the strategies employed by different governments to utilize social media for providing services to their citizens. The research was conducted on Latin American local governments and assessed the impact of differing social media strategies on citizen participation in governmental decisions. The findings showed that the use of various social media platforms by local governments can lead to increased engagement from citizens and enhance their participation in decision-making processes.
Eom et al. (2018) addressed the issue of "Can social media increase government accountability?" This study was conducted in South Korea. The results of the study showed that the mayor of Seoul plays the most important role in Twitter networks. Especially, the mayor acts as a bridge between different categories of citizens and government officials and follows up on citizens' communications.

In order to investigate the drivers and preventers of social media usage for government service delivery in a meta-composite research framework, Sandelowski and Barroso's 7-step meta-Analysis method was utilized. This approach enabled the identification of a suitable number of articles that met the inclusion criteria. After applying the Glynn tool to evaluate the quality of the articles, 39 publications were deemed suitable for inclusion in the final review. A meta-combination method was subsequently used to determine the drivers and preventers of government social media usage for service delivery. The analysis revealed four factors - managerial, organizational, human, and infrastructural - that influenced the effectiveness of social media usage for service delivery. The final decision on the type of effect (propelling or preventive) of each of the factors was made based on a comprehensive review of the literature and an assessment of the existing limitations in the country from this perspective.

In this research, we sought to find a set of requirements that governments can identify before using social media tools to provide their services to the beneficiaries, and increase their chances of success in managing the service delivery process.
As a result, the 4 factors affecting the government's use of social media for service delivery were identified - managerial, organizational, human, and infrastructural. A decision on the type of effect of each factor (propelling or preventive) was made based on the information provided in the research and the limitations that exist in the country with regard to this perspective.
The management factors affecting the government's use of social media for service delivery include 4 sub-factors: transparency, enforcement, manager training, and capital budgeting. The study aimed to identify these requirements to increase the chances of success in managing the service delivery process.
Managerial factors:1-Transparency sub-factor: preventive
2-Executive sub-factor: preventive
3-The sub-factor of Manager training: preventive
4-Sub-factor of Capital budgeting: preventive
Based on the research findings, it is clear that the government needs to pay attention to the management factors, including transparency, enforcement, manager training, and capital budgeting, when using social media to deliver services. If these factors are not adequately addressed, they may serve as obstacles to the effective use of social media for service delivery. Therefore, it is recommended that the government take into consideration these factors and implement appropriate measures to maximize the benefits of social media-driven service delivery.
 The organizational factors affecting the government's use of social media for the purpose of providing services include 3 sub-factors of organizational policies, organizational structure and communication, and organizational processes.
Organizational factors:1-Sub-factor of organizational policies: preventive
2-Organizational structure and communication sub-factor: Preventive
3-Sub factor of organizational processes: preventive
It is imperative to consider the organizational factors, including organizational policies, organizational structure and communication, and organizational processes, when using social media to deliver services. Failure to pay attention to these sub-factors will act as hurdles in the effective use of social media for service delivery.
The human factors affecting the government's use of social media for the purpose of providing services can be broken down into four sub-factors: user education, user resistance, usability of the social media platform, and citizens' experience.
Human factors:1-User training sub-factor: preventive
2-User resistance sub-factor: preventive
3-Functionality sub-factor: preventive
4-Citizen experience sub-factor: motivator
After examining the findings, it is clear that human factors must be taken into account in order for the government to effectively use social media. Specifically, the factors that affect success include: user education, resistance to changing behavior, usability of the social media platform, and citizen's experience. If these factors are not addressed, they can act as obstacles to the effective use of social media. However, the factor of citizen's experience - established and early habituation to using social media - can act as a driving force to encourage the government to adopt social media.
The infrastructural factors affecting the government's use of social media for the purpose of providing services include 5 sub-factors of technical infrastructure, financial infrastructure, legal infrastructure, specialized infrastructure and cultural infrastructure.
Infrastructural factors:1-Technical infrastructure sub-factor: motivator
2-Sub-factor of financial infrastructure: preventive
3-Legal infrastructure sub-factor: preventive
4-Specialized infrastructure sub-factor: preventive
5-Cultural infrastructure sub-factor: preventive
It has been determined that infrastructural factors, including financial, legal, specialized, and cultural infrastructures, affect the government's use of social media for service delivery. Without these necessary components, the effectiveness of social media for this purpose may decrease. However, since the required technical infrastructure exists in the country and most regions, the infrastructure factor may serve as a driving force for successful implementation. 

 The government must be motivated to use social media to serve its beneficiaries. In order for this to happen, it is essential for the government to have the necessary will to provide its services via social media. To achieve this, it is important to identify the set of factors, including advantages (motivators) and obstacles (preventives), which will affect the government's use of social media. These factors should be used to create a positive influence on the government's performance.
With the help of motivators and stimulators, governments can increase the speed of their action. By understanding the obstacles that they may face on this path, governments can either independently or through the use of available resources, reduce or eliminate these obstacles, and streamline their actions.

This research has been conducted with the aim of developing the model of social capital based on multiculturalism with a case study of the Ministry of Education of Tehran. In terms of the nature of the data, the research is of a qualitative type using the theme analysis method. The statistical population in the qualitative section was 14 officials and managers of the Ministry of Education and reached theoretical saturation. A semi-structured interview was used to collect data. The thematic analysis method was used to analyze the data, and the test-retest reliability method was used to confirm the reliability. Finally, the 4 main variables of social capital, context, leader, and consequence constitute the model, which has three dimensions (individual, organization, community) and social capital, context, and strategy, in two main components of internal and external organizational factors, and consequence in education factors and Culture, justice, efficiency of the organization, interactions and extra-organizational (individual) were extracted for the proposed model, and the final correlation model between the variables was extracted and explained with the opinion of experts, which is in line with the proposed theories.

The aim of the current research is to explain the model of human resource agility in the Ministry of Justice. This research is of applied type, and in terms of method, descriptive-correlation. The statistical population of the research includes all employees of the central headquarters of the Ministry of Justice, in the number of 300 people, of which 169 people were estimated as a statistical sample based on the Cochran formula and were selected randomly. Data were collected through a researcher-made questionnaire. In order to ensure the existence or non-existence of a causal relationship between the research variables and to check the suitability of the observed data with the conceptual model of the research, indicators and items of human resource agility were tested using the structural equation model. In this research, structural equation modeling and the partial least squares (PLS) method were used to test the assumptions and model fit. Examining the fit indices of the model indicates that the structural model of the research has a good fitting condition. According to the findings of the research, the validity of all indicators and items of human resource agility was confirmed. the results showed that the t value of the human resource agility indicators in the Ministry of Justice is higher than its critical value at the level of 5 percent (1.96), and therefore the validity of the human resources agility indicators and items was confirmed.

The policy laboratory consists of teams, institutions and structures specializing in the design of public policies and involves all stakeholders in the design process using innovative methods. The policies in the laboratory can be considered like the laying of rails, indicating the direction of all the movements and behaviors of the studied governance system.Among the types of public policies, the policies of the executive branch have a tangible reflection on people's lives. Based on this, the aim of the current research is to design a superior laboratory system for the continuous testing of the policies of the executive branch of the Islamic Republic of Iran with a qualitative approach, and it tries to select the characteristics of a suitable policy laboratory for the executive branch.The current research is of an applied type and in terms of method, descriptive-survey, and its main strategy is the comparative study of various policy laboratories suitable for the executive branch of the country of I.R.I.The community of experts in the current research is 20 scientific and executive experts who used the snowball method and targeted statistics and semi-structured interviews were used to collect information.The results of the current research, in addition to identifying the four basic approaches of the living laboratory, data-based policy making, behavioral insight and serious game approach, the structure of the policy laboratory of the executive branch according to the diversity of issues in a decentralized (divergent) manner and with active participation in the field explains various.

Competitive advantage is one of the components that ensure organizational viability. Gaining a competitive advantage is not achieved randomly and without a plan; Rather, organizations should move in this direction by thinking and designing scientific frameworks and creating appropriate structures. There are several strategies that organizations must use to gain a competitive advantage. Smart businesses are recognized in most countries as important elements in socio-economic development. These businesses are especially important in creating job opportunities with low investment, regional development, organizational development of companies based on the principles of technology, product innovation and the creation of new methods. The research method in this paper is the modelling of system dynamics in Tehran Oil Refining Company, the results of which have been analyzed by descriptive statistical methods. The data collection method of this research in the quantitative part is prepared with questionnaires that managers, experts and experts complete sustainable competitive advantage through business intelligence using system dynamics modelling in Tehran Oil Refining Company, and data collection tools to The statistical population of this research is the staff and customers of Tehran Oil Refining Company and the method of data analysis is the use of Vensim software version 19 and modelling method, dynamics. It is a system. The purpose of this study is to design a model for achieving sustainable competitive advantage through business intelligence using system dynamics modelling in Tehran Oil Refining Company. The results of this study showed that managers of different industries can use this model and consider other variables, using the documents in their organization, the effectiveness of each of the criteria for achieving sustainable competitive advantage through business intelligence on the criteria. And predict their desired indicators such as brand equity, brand market share, profitability, demand, etc.

The Civil Service Management Law in the administrative system of the country is a public policy and the mother law, which includes valuable concepts and norms in the field of administrative law.The law is considered a change in administrative law and has changed the legal tradition of the country. However, some articles of the law have not been fully implemented, despite the fact that several years have passed since its adoption.Therefore, this study intends to take an important step towards the growth of the country's administrative system by analyzing the form deficiencies of the Civil Service Management Law and providing corrective solutions. The research is inductive and qualitative. The interviewees in the present study were selected by snowball sampling method. The data collection tool was a semi-structured interview and the "theme analysis" approach by MAXQDA quality software was used to analyze the data.The research findings showed that some of the form deficiencies identified in the Civil Service Management Law: "Lack of comprehensive definitions and terms used in the law, The existence of ambiguity in some articles of the law (lack of transparency), the inconsistency of the name of the chapter with its content, the existence of parallel and sometimes contradictory laws and their non-publication and the publicity of these laws, etc.Therefore, according to the research findings, having inherent features of the law is ambiguous in the Civil Service Management Law. Given the importance and key role of the Civil Service Management Law in the quality of public administration, The method and model intended to study this law and the results of this research can, To be used in pathology and development of other public laws and policies, including urban management laws, which are considered as the most important points of connection between urban management and citizens.

The importance and necessity of the present research can be examined in both theoretical and practical dimensions. Theoretically, considering that no research has been done in the field of designing and explaining the competency model of managers in different companies in Tehran Municipality, this research can identify the concept of competence, dimensions as much as possible to fill the theoretical gap in the field of competence in Tehran Municipality. , Indicators and how to expand and improve and improve it more accurately and operationally and lead to an integrated and coherent model. From a practical point of view, this research can also play an effective role in improving their performance and ultimately improving the performance of the organization by determining the current status of managers in different companies of the organization Also, not studying the subject causes the managers in different companies to have an incomplete and incorrect view of the subject based on their different tastes and personal perceptions.

The type of research is applied in terms of purpose, expansion and improvement, and in terms of how it is collected, and it is combined in terms of data type. The statistical population of the study in the qualitative part consisted of 15 experts who were selected by non-probabilistic judgmental and purposeful sampling method and in the quantitative part included all managers in different companies of Tehran Municipality and the sample size was 384 people by method Simple random sampling was selected.

Supreme Audit Court of Iran needs a comprehensive plan concerning providing efficient human resources with the required capabilities in various technical and investigation areas in order to perform its crucial supervisory duties in the future and in accordance with the above-mentioned changes and developments, and to advance its goals. Due to different work areas, changing priorities, huge bulk of audit work, big   differences as to complexity and frequency of issues in auditees, implementing a succession model that meets SAC's objectives is necessary. The present study seeks to design and examine a model in the field of human resources succession planning in SAC as a supreme audit institution overseeing public finance. This research has used an eclectic approach (qualitative and quantitative) to collect and analyze its data. In the qualitative section, semi-structured interviews and opinions of 11 Deputies, Directors General and expert consultants in SAC and its sub-offices were used to collect research data. The results were analyzed using the thematic analysis in MAXQDA software. In addition, data related to the quantitative part were collected based on the opinions of 306 employees of SAC and analyzed using the structural equation modeling method in AMOS software. The final results obtained from both qualitative and quantitative parts showed that the human resources succession model in SAC includes 12 general components that can be classified into 5 dimensions. The final dimensions of this model or system include structuring, policy-making, planning, evaluation of candidates, empowering and training candidates, and evaluating the effectiveness of programs, and the three key components of the model include the individual characteristics and moral capabilities of human resources, and the quality and quantity of human resources training. Based on the model of this study, managers and decision makers in SAC will be able to create and develop a more effective and systematic way of the succession planning model in the organization.

The manner of making organizational policy and understanding the facts that occur in order to achieve it from the legislative stage to the implementation stage according to the internal and external conditions, can help to find the challenges of the policy-making process and its implementation in order to modify or completely change the policy. Considering the problems of applying combined policies (institutional, gradual, partial) in the State Tax Administration, it is possible to change the organization's policy to an environmental systemic policy by emphasizing on increasing the coordination of internal and external organizational factors of the tax system. The present study was conducted with a qualitative approach and strategy of data foundation theory with the aim of identifying the features of the systematic model through interviews with experts in the field of tax policy and  after the open, pivotal and selective coding process, the systematic policy model includes systematic Functions with 3 categories and 6 concept codes and 31 primary codes, process Functions with 4 categories and 9 concept codes and 45 primary codes, policy Functions with 2 categories and 6 concept codes and 16 primary codes, environmental factors with 3 categories, 7 concept codes and 31 primary codes are designed based on the local conditions of the Iranian tax system.

Since the observance of organizational justice in the work environment has various effects such as job satisfaction, organizational commitment, pessimism, performance and job motivation, so its observance in the education organization which is an educational organization and the future human resources infrastructure of society in It is formed, it is important and necessary. Therefore, the purpose of this study is to design an organizational justice model with an approach to Islamic values ​​and the research question is what are the indicators and sub-indicators of organizational justice based on Islamic values? The research method is qualitative in terms of the nature of the data and applied in terms of purpose.The research participants consisted of 27 management experts who were selected by purposive sampling. Data were collected through in-depth semi-structured interviews and data analysis was performed using content analysis technique and MAXQDA software. The results indicate the identification of three main themes for organizational justice with the approach of Islamic values, including distributive justice (principle of equality and equality; principle of fairness; principle of need); Procedural justice (stability; non-bias; correctness; representation of all stakeholders; correction of mistakes; ethics) and interpersonal justice (respect and trust; interest, attention and communication; clear decisions and sufficient explanations). Also, the necessary grounds and contexts for the implementation of organizational justice and its consequences were identified.

This study aims to design and explain the succession model with talent management approach in the army of I.R. of Iran in 1400. In this qualitative research, commanders, professors and experts of the academic community, as well as specialists and managers of the army of the I.R. of Iran (Colonel and General) with the highest education and experience, as knowledgeable experts, were selected and interviewed. In this study, unstructured and in-depth interviews have been used to collect data; then data analyzed through coding (open, axial and selective coding) and MAXQDA software. Finally, a qualitative model is presented which consists of causal conditions (organizational structures, internal management, policies and documents) thematic conditions (education and training, manpower capabilities, laws and instructions), central category (evaluation and progress of selected people, selection, recruitment and employment of talent), moderating conditions (individuals, organizational constraints, supportive atmosphere of the organization), strategies (optimization of succession program, retention of talent, promotion and development of talent, identification of key positions) and outcomes (strengthening the culture of succession, evaluating the effectiveness of the succession system, developing talent management).

The aim of this study was to identify and analyze the factors of sports ethics policy making using Demetel technique which has been answered qualitatively and quantitatively by using mixed research. In this research, first through interviews with 19 sports managers and professors (consisting of professors at the doctoral level, World and Asian champions, national team coaches, high-level sports directors and sports book authors) Then, in the second step of the analysis, 15 experts in the field of public policy, managers and experts working in the Ministry of Sports and Youth were hired by using the Demetel method. Findings showed that the factor of ethnic diversity and philosophy of ethics as two underlying factors play an important role in shaping the process of sports ethics policy-making. In other words, paying attention to these factors can provide the process of formation of other factors

Sustainable competitive advantage is the ability of an organization to implement one of the most important ways in the long run that competitors can not easily face.   The purpose of this study is to design and explain a model for achieving a sustainable competitive advantage using the fuzzy Delphi method. The method of data collection has been extracted and refined through library studies and semi-structured interviews with experts and using fuzzy Delphi method. Based on the studies, the issue of creating a competitive advantage over competitors is one of the new challenges in the field of marketing. The importance of research is to empirically show the users of the results of this research that competitive advantage has a significant effect on the sustainability of organizations. The results showed that managers of different industries can use this model and consider other variables, using the documents in their organization, the impact of each of the criteria for achieving a sustainable competitive advantage on the criteria and indices, including brand value, brand market share and profitability and demand, etc  predict. .