فهرست مطالب alinasr esfahani

Sperm motility is a fundamental factor for sperm penetration into the oocyte and fertilization. According to the World Health Organization (WHO) 2021, less than 42 percent of motility is called asthenozoospermia, which is one of the most common causes of male infertility. This retrospective cohort study aims to investigate sperm DNA damage with TUNEL and SCSA methods and its relationship with sperm parameters, age, and body mass index (BMI) in severe asthenospermia (<2% sperm motility) and normozoospermia.

The study parameters between 111 subjects with severe asthenozoospermia and 113 subjects with normozoospermia were investigated. The 2010 World Health Organization guidelines were used to evaluate sperm parameters, and TUNEL and SCSA methods were used to assess sperm DNA damage. The statistical analysis was done using the t-test of two independent samples. Pearson's correlation coefficient was used to investigate the relationship between sperm DNA damage and sperm parameters, age, and BMI P<0.05 was considered significant.

The mean seminal volume, sperm concentration and count, and the percentage of sperm total motility and progressive motility were significantly lower in severe asthenospermic subjects compared to normozoospermic subjects (P<0.001). In addition, the mean percentage of sperm DNA damage in severe asthenozoospermic individuals was significantly higher than in normozoospermic individuals (P<0.001). There was also a positive and significant relationship between sperm DNA damage and the age of severely asthenozoospermic men.

Sperm motility, sperm DNA damage, and the father's age are essential in the successful conception, development, and health of the embryo. Therefore, the evaluation of sperm DNA damage is recommended in examining male fertility and selecting the appropriate treatment approach for men with severe asthenozoospermia.

Practical Implications:

Considering that the sperm genome constitutes 50 percent of the genetic material of the next generation, evaluating sperm DNA health to determine the appropriate treatment approach in infertile men can be influential in the success of assisted reproductive techniques and in maintaining the next generation’s health.

Asthenozoospermia is an infertility condition in which a person has reduced sperm motility and so, the chance of the sperm fertilizing the egg in the female reproductive tract is reduced. This study aimed to investigate sperm DNA damage using SCSA and TUNEL tests in a large population of infertile men with asthenozoospermia, comparing them with a population of normozoospermic individuals with healthy sperm samples.

In this observational case-control study, semen parameters were assessed according to the World Health Organization guidelines (2010) guideline in a large population of asthenozoospermic (1383) and normozoospermic (2235) men referring to Isfahan Fertility and Sterility Center. In addition, sperm DNA fragmentation were assessed by TUNEL, and SCSA tests. For comparison of study variations between two groups, independent samples t-test was used, and for correlation between parameters, Pearson's correlation coefficient was carried out. P<0.05 was considered significant.

Despite no significant differences in sperm volume and body mass index, the means of sperm concentration, count, total sperm motility and total progressive were significantly lower in the asthenozoospermic men compared to normozoospermic men (P<0.001). In addition, the means of high DNA stainability as well as sperm DNA fragmentation assessed by SCSA and TUNEL tests were significantly higher in asthenozoospermic men compared to normozoospermic men (P<0.001).

In asthenozoospermic men, sperm DNA is severely damaged, so before using assisted reproductive techniques in these individuals, it is better to use antioxidant treatment and/or novel sperm preparation methods for treatment of them.

Varicocele is a common cause of male infertility, affecting a substantial proportion of infertile men. Recent studies have employed transcriptomic analysis to identify candidate genes that may be implicated in the pathogenesis of this condition. Accordingly, this study sought to leverage rat gene expression profiling, along with protein-protein interaction networks, to identify key regulatory genes, related pathways, and potentially effective drugs for the treatment of varicocele.

In this in-silico study, differentially expressed genes (DEGs) from the testicular tissue of 3 rats were screened using the edgeR package in R software and the results were compared to 3 rats in the control group. Data was obtained from GSE139447. Setting a -11 and P<0.05 as cutoff points for statistical significance, up and down-regulated genes were identified. Based on Cytoscape plugins, protein-protein interaction (PPI) networks were drawn, and hub genes were highlighted. ShinyGO was used for pathway enrichment. Finally, effective drugs were identified from the drug database.

Among the 1277 DEGs in this study, 677 genes were up-regulated while 600 genes were down-regulated in rats with varicocele compared to the control group. Using protein-protein interaction networks, we identified the top five up-regulated genes and the top five down-regulated genes. Enrichment analysis showed that the up-regulated genes were associated with the cell division cycle pathway, while the down-regulated genes were linked to the ribosome pathway. Notably, our findings suggested that dexamethasone may be a promising therapeutic option for individuals with varicocele.

The current investigation indicates that in varicocele the cell division cycle pathway is up-regulated while the ribosome pathway is down-regulated compared to controls. Based on these findings, dexamethasone could be considered a future candidate drug for the treatment of individuals with varicocele.

Oligozoospermia or reduced sperm concentration is often associated with abnormal motility and morphology, reflecting abnormal spermatogenesis in the testes. The sperm DNA integrity plays an important role in embryo development, and fertility. Therefore, we aimed to assess sperm DNA integrity in a population of oligozoospermic and normozoospermic men.

In this cross-sectional study, 967 oligozoospermic samples (sperm count lower than 39 million per ejaculation), and 967 normozoospermic samples according to World Health Organization criteria were included. Sperm DNA damage was assessed by SCSA and TUNEL assays. Statistical analyzes were performed using SPSS version 22 software and a significance level of less than 0.05 was considered.

Mean sperm DNA damage and also DNA stainability were significantly higher in oligozoospermic individuals than them in normozoospermic individuals (Ps<0.001). Unlike semen volume and sperm count which was significantly lower (P<0.001), the mean of sperm abnormal morphology was significantly higher in oligozoospermic men compared to normozoospermic men (P<0.001).

In individuals with oligozoospermia, in addition to the count, morphology and motility of sperm can also be abnormal according to the WHO threshold. Also, sperm DNA damage is significantly high, which can indicate abnormal spermatogenesis and epididymal immaturity. Therefore, depending on the severity of the damage, it is preferable to manage therapeutic interventions, such as drug therapies or assisted reproductive techniques, in order to make the best decisions regarding treatment.

Previous studies have only investigated the antecedents of branding and disregarded its consequences as well as the individual brand of the entrepreneurs; they have also implemented quantitative approaches. In addition, the foreign research has only examined the factors affecting the formation of individual brand. Therefore, it was necessary for a comprehensive analysis of all the factors affecting individual branding and its outcomes in order to categorize these factors and propose them in the form of a conceptual model. This study intends to identify the set of factors that have played a role in branding of the entrepreneurs in order to provide the grounds for individual branding of other entrepreneurs. Therefore, the main purpose of the present research is to develop a comprehensive model to identify the factors affecting the individual branding of the entrepreneurs in Isfahan and its consequences. The results of this study can be useful for the formation of brands for the people, especially entrepreneurs who seek to develop personal brand, reputation, popularity and business success and even seek to improve the brand of their own product.

This research is developmental in term of purpose and fundamental-exploratory in terms of method. Moreover, it has used a mixed method approach (combination of qualitative and quantitative methods), which is qualitative in the first phase and is presented in a quantitative manner in the second phase. Thematic analysis was used for the qualitative part of the study; however, purposeful sampling method was ipplied in the qualitative part of this research. The statistical population of this study included the entrepreneurs who have been identified by the Chamber of Commerce, industry experts, and the unions as individual brands in the field of entrepreneurship in Isfahan. According to the saturation approach, a sample size of 18 people was considered adequate for this study. The data were collected through a researcher-made questionnaire, whose validity was confirmed by human resources experts, in the quantitative part and its reliability was confirmed by Cronbach's alpha value of 0.86.

In this study, 225 primary codes were identified in the interview process. The initial codes were then packaged and sorted until 97 selection codes were obtained. As a result, 12 sub-themes and 4 main themes were extracted. Based on the obtained model, two categories of factors have been effective in formation of the individual brand among the entrepreneurs in Isfahan: internal factors including personality, competence and appearance factors as well as external factors including organizational, social, and family factors. The consequences of Individual brand also included individual, organizational, and social implications; finally, individual brand dimensions included the influence, reputation, and trust of the individual brand.

The results showed that it is necessary to pay attention to both internal and external factors for the formation of individual branding. Internal factors are related to the individuals and the external factors are related to the environment. The results also showed that the most important element of individual branding is the distinction of that particular individual from the others which can be observed in a specific field or an individual competence in a particular field. Individual branding will not make sense as long as there is no individual distinction. The results further indicated the important role of society and community in word-of-mouth advertisement and the power of social networks that can be important and effective in individual branding. Such individual brands can also have consequences which can benefit themselves, the organization, or even the community.

The purpose of this research was to design and test the antecedents and consequences of organizational pride in the National Iranian Oil Company and it was done by mixed method. In the qualitative section, 19 individuals were interviewed and after data analysis, a proposed model has been formed. In the quantitative phase of the research, a researcher-made questionnaire was designed and distributed among 381 members as research samples which had been selected by cluster sampling method. After assuring the reliability and validity, the data were fitted using structural equation modeling. Finally, it was found that intrinsic motivation, organizational image, successful organizational history and the importance of organizational output directly are the antecedents of the organizational pride and the consequences of organizational pride were included: retention in the organization, organizational identity and organizational citizenship behaviors. Also, extra-organizational positive views and employees and their families’ prejudice to the organization mediate the relationship between organizational pride and consequences of organizational pride.

The purpose of this study is to investigate the effects of Green human resource management on the social legitimacy through mediating variable of the social responsibility. This study is applied and the method of data collection, descriptive and correlational and based on the methodology of structural equation modeling. The population consisted of 270 office workers were Esfahan,s Mobarakeh Steel Company has determined that the sample size by simple random sampling based on Grjsy and Morgan table, 159 individuals were determined. A questionnaire to collect information green human resource management and social responsibility are two standard questionnaires Galbraith (2010) and questioning the social legitimacy of a domain and colleagues (2013) were used. To assess the validity of the methods from teachers and experts and content validity using Cronbach's alpha was used to determine the reliability of the questionnaire. Test of hypotheses using structural equation modeling by AMOS software was used. The results of the study showed that green HRM social legitimacy with path (0/49), human resource management, social responsibility Green on a path coefficient (0/69) as well as social responsibility over social legitimacy with path (0/78) impact resulting social responsibility as a mediator in human resource management influence green social legitimacy with path (0/53) is effective.
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The present study seeks to develop a model of the education system with an agility approach. The type of research is developmental in terms of purpose and was conducted as a combination of qualitative and quantitative research. The statistical population in the qualitative stage were13 managers and deputies and heads of Bank Mellat in Yazd and 3 university professors. Morgan table was used to estimate the sample size and about 200 people were considered as a statistical sample (184 questionnaires were collected). Amoss22 software was used to analyze the data. The results showed that the 17 extracted indicators were of higher importance and were classified into competency, futurism and flexibility dimensions. The results obtained from the quantitatively obtained part showed that the flexibility component with the impact factor 0.785 has the greatest impact. Also, the components of foresight with a coefficient 0.742 and competence with a coefficient 0.738 have a significant and positive effect on the agile education system.

Personality affects managers' attitudes, performance, and management styles. According to the nature of the subject and the data, this research employed descriptive-survey method and random stratified sampling method. The statistical population of the study contained 278 managers and experts of crisis management in Khuzestan province, 224 of whom were men and 54 were women. The data collection tool was a personality assessment questionnaire by the big five personality test (Neo). LBAII Hershey and Blanchard questionnaire was used to evaluate management styles, and a researcher-made questionnaire was used to assess the crisis management processes. The results indicated that, 1) Managers' personality traits affect their management styles. 2) Managers' styles affect crisis management. 3) Managerial personality traits affect crisis management. This research modifies the effects of managers' personalities on their management styles in the process of crisis management by presenting a practical model (managers and experts of the Khuzestan Crisis Management Headquarters). Thereafter, on the basis of the research findings, it explains the effect and the role of each component through a triangular model.

The purpose of this study is to explore the effect of organizational silence on group work effectiveness with the mediating role of organizational identity. The statistical population included 2013 employees of Isfahan Municipality. The sample size was determined equal to 323 via two-phase sampling as well as cluster sampling and proportional stratified sampling by means of Cochran formula. The data was collected through standard questionnaires of Wakola and Boradas' organizational silence (2005), Robbins' (2007) group work effectiveness and Cheney's (1983) organizational identity. Validity of the questionnaires was confirmed via content validity and reliability was obtained through Cronbach's alpha. Data analysis and testing of hypotheses were carried out using structural equation modeling (SEM) and Spss 24 and Amos 24 software. The results revealed that organizational silence has a significant negative effect on group work effectiveness with path coefficient equal to -0.39 and it has a significant negative effect on group work effectiveness with the mediating role of organizational identity with a path coefficient equal to -0.457. Also, based on the results of the secondary hypotheses, organizational silence is effective on dimensions of group work effectiveness including contextual factors, group composition, job design, and process variables with path coefficients of -0.38, -0.47, -0.49 and -0.55 respectively.

The current research was conducted to identify the steps necessary to establish a succession management system in organizations. The statistical population of this research was senior experts and senior managers of Isfahan Steel Company, among whom a sample of 19 people was selected by snowball purposed sampling method and semi-structured interview was carried out. Then, field method based on the CVR and CVI questionnaire development was used to evaluate and content analyze the stages of establishment of successor-development system. After interviewing and identifying the main themes in this study, we developed a questionnaire based on indicators and sub-indicators of the themes. Data analysis in quantitative section was conducted by using SPSS software, while they were analyzed in the qualitative section by using thematic method based on the Clarke and Raven three-step coding (2006) through Nvivo software. Findings suggest that out of 32 sub-indicators extracted from interviews, 6 cases were removed due to non-validity and 26 indicators by measuring model and fitness indexes in lisrel software, were confirmed in the form of 7 main themes, taking place in process and gradual manner. It should be noted that each of themes is background of the previous theme in establishing.

Self-direction is a process by which people direct and motivate themselves to behave and perform in a desirable way. Self-direction has been used successfully in many fields so far. It seems that personality traits of individuals have a relationship with self-direction skill. The purpose of the study was to investigate the relationship between Big Five Personality Factors (extroversion, agreeableness, openness, conscientiousness and neuroticism) and self-direction among students of Isfahan University.
207 students were selected by stratified random sampling. The research tools were Houghton and Neck's self-leadership questionnaire and John et al, Big Five Personality Model Questionnaire. Data were analyzed by correlation coefficient and multiple regression analysis.
Results showed that there's no significant relationship between self-direction and extroversion, but there's a significant relationship between self-direction and agreeableness, openness, conscientiousness and neuroticism. Furthermore, multiple regression analysis showed that predictor variables (personality traits) could predict the changes of the criterion variable (self-direction) significantly.
Discussion and The results of the study could have an important role in literature of self-direction and personality. The obtaining results can be used in planning for self-direction skill training.

The puppose of this research is identification of the impact of Organizational Culture Factors and Organizational Structure Factors on Whistle-Blowing. We used mixed method. At first stage, we used qualitative method; so, we used Delphi Technic and finally, by reaching consensus comments, we found 21 items with 0/441 Coefficient of agreement. Then, in the second stage, we use quantitative approach; in this way, based on finding in Delphi Technic, we produced a questionaire and appraised validity of that by CVI and CVR measures. They were confirmed. Thereupon, for appraising reliability, we used Cronbach's alpha. This amount was 0/802. Therefore, we distributed the questionaire in target population, 274 number of them were completed by nurses and doctors and administrative personnel in Alzahra Hospital in Isfahan. Finally, we used Structural Equation Modeling for desinging model. Finding showed overall fitness of model is good and the impact of both factors: structural factor and cultural factor are meaningfull.

This paper examines the impact of spirituality on organizational citizenship behavior organizational identity is the role of mediator. Population is High school sports teachers in Isfahan. Standardized questionnaire to collect information from corporate identity Cheney (1987) and organizational citizenship behavior Moshrefjavadi and Yavarian (2011) and researcher made questionnaires was used in Islamic spirituality. Questionnaire validity and reliability of the diagnostic validity of the criteria of reliability combined was performed using the SMART-PLS software. Cronbach's alpha coefficient for the scale of spirituality, 0.84, scale corporate identity, 0.82 and organizational citizenship behavior scale 0.89, respectively. Test hypotheses using the structural equation model was done through software Amos18. The results showed Islamic spirituality with the corporate identity of the factor, Islamic spirituality on organizational citizenship behavior with the path coefficient and organizational identity on organizational citizenship behavior with the path coefficient is affected. The results also showed that organizational identity as a mediator variable between Islamic spirituality and citizenship behavior with a path coefficient is impressive. Pearson correlation test results demonstrate a direct relationship between Islamic spirituality, corporate identity and organizational citizenship behavior. The results for the education authorities in the planning and promotion of cultural practices used by teachers. Given the cultural and religious issues of the society as Islamic spirituality puts administrators in planning according to the results of this research will be necessary.

This study aims to investigate the effect of good characters of managers on organizational trust in Tamin Ejtemaei in Kerman based on the Islamic hints. This research is descriptive-applicable in terms of objective. Population was 400 managers of Tamin Ejtemaei Organization in Kerman province. A sample of 196 people was selected by Cukran's Formula. A self-administrated questionnaire was employed to measure good characters of managers and organizational trust that vas validated by 5 experts and Cronbach's alpha. To analyze data, SPSS, AMOS, and EQS software were used. Results indicated that good characters of managers including integrity, courage, humility, wisdom, passion, compassion, and humor have a positive and significant influence on organizational trust. In other words, the more suitable perceptions about good characters of managers, the more organizational trusts of employees.

The concept of health in an organization attracted attention to the conditions that facilitate or causing the development of organizational dynamics. Organizational health is not only the organization’s ability to perform effectively, but also continuously improve the organization’s ability to grow. The purpose of this study is to investigate the effect of the organizational health on the organizational entrepreneurs through mediating variable of the creative climate. This study is a practical research from purpose perspective and is a descriptive- survey one from methodology view. The statistical population of this study includes 280 staffs of Iran Chemical Industries Investment Company. In order to collect the research data standard questionnaire have been used. In order to examine and confirm validity of the questionnaire, descriptive validity was used through AVE index. Also Composite Reliability and Cronbach’s Alpha Coefficient was used for examining and confirming reliability of the questionnaire. The Structural Equation Modelling was used to analyse the data in the SMART-PLS. The results reveal that organizational health influences organizational entrepreneurs and organizational health influences the creative climate. These results also reveal that creative climate influences organizational entrepreneurs significantly. On the other hand, it has been revealed that the creative climate can be considered as a mediating factor in the relationship between organizational health and organizational entrepreneurs.

Today Business, are faced with global competition environment, and for be successful in this environment they always feel the need to radically change and creativity; and with entering spirituality into management and organizations, managers and leaders in organizations, 0should be required to deal with new phenomena. The role of spiritual leadership is to stimulating personnel by the use of spiritual vision and cultural fields based on human values to train and develop empowered workers with high productivity, committed and motivated. In this research we want to answer to this question that can spiritual leadership cause to high performance in small and medium-sized enterprise? The purpose of this study applied descriptive - correlational survey is based on a structural equation model. The article suggests that spiritual leadership on organizational performance makes a significant and positive impact. The results showed that the membership and Meaning as a consequence of spiritual leadership influence on the performance.

Military organizations and their staff are among the most important components of any society. It is very important for these organizations to employ committed employees and continually reinforce their defensive morale. Skittish and unrighteous peoples inside corps destroy morale of others. Various factors affect defensive commitment of military employees that a statesman should attend to these factors to reinforce defensive stamina of his country. The purpose of this study is to scrutiny ways to creation strong military force and committed to defense according to Saadi's teachings. To collect data, library method was used. With thematic content analysis of Saadi’s books, themes that improve defensive commitment and military power of the country extracted. Findings show that recruiting military personnel with special ways motivate and grant morale to them, improving their social altitude, choose and appointment proper commander, provide their monetary and non-monetary needs, improving their credo and virtue, enemies tolerance and meditate with enemies, implementation military training and sport for them, providing them with advanced warrior weapons and trust building from chief of state by appointment proper headman are factors that improve defensive commitment.

Workplace bullying is a significant issue confronting the nursing profession both in Iran and internationally. This study examined workplace bullying among a group of Iranian nurses. The prevalence rate of bullying behavior among nurses was determined. Data were collected from 162 nurses who worked in four hospitals located in West Azerbaijan province, Iran. Results showed that only 9% of nurses who participated in this study had frequently been exposed to bullying behavior, 22% had occasionally been bullied, and 69% had never been exposed to these behaviors during the last year. The most common type of workplace bullying experienced by nurses was verbal bullying. Forty percent of the nurses reported exposure to verbal bullying behavior frequently or occasionally. To be able to intervene with bullying behavior in the workplace, there is a need to pay greater attention to the problem by the entire range of managers, lawyers, industrial–organizational psychologists, counselors, social workers, and local authorities.

The purpose of this research was to identify، rank and classify of factors influencing on employees’ happiness among employees of Isfahan University. These factors by using the research literature and interviewing with employees were identified and based on the results; a questionnaire with 27 questions was designed and distributed among employees. The results of ranking the factors showed that “pay attention to calmness of person and his family” has been ranked in first place، “Suitable work environment for both the physical and the psychological aspects” has been ranked in second place and “having good relationship with colleagues” has been ranked in third place. The results of Kano model also showed that with respect to highest response frequency، 8 attributes has been specified in attractive category، 10 attractive has been specified in one-dimensional category and 9 attractive has been specified in must-be category. Comparing the results of the ranking factors influencing on employees'' happiness and their classification by the Kano model، showed that most of the attributes that have earned the top ranking have been specified in the attractive category. The attributes that have earned average ranking mostly have been specified in one-dimensional category and the attributes that have earned low ranking have been specified in must-be category.

In recent years, increasing attention to the issue of organizational justice and its impacts on organizational outcome has urged organizations to strive for organizational justice in order to survive and reach their objectives. Perceiving injustice has a destructive impact on teamwork spirit and motivation of employees. Injustice and unfair distribution of organization's outputs and achievements demoralize employees and diminish their motivation to be active and assiduous. Besides, it probably reduces performance, production and commitment to the organization. In fact, justice does not mean to assign a single standard for all members. Rather, it means that we must enact responsibilities in certain conditions and act upon them in a fair way. Organizational justice determines how the employees must be treated so they feel they are being treated with justice. According to Lopaciuk (2011, p.63), while organizational justice have a positive effect on an organization's manpower in achieving objectives of employees and the organization, the employee's social capital is also instrumental in a way that chances of success in an organization with high levels of social capital is much more than those organization in which social capital is low. Social capital is a kind of latent wealth and property which is the result of mental preparedness of members of a society to give up their personal interests and engage in collaborative action. It could be considered as a manageable phenomenon in the sense that we can restructure it according to policies of the organization or help the process of its formation. Unlike other kinds of capital, social capital does not exist physically. Rather, it is the result of group and social norms and interactions whose increase causes the reduction of operational costs of the organization. Social capital is generative in nature and urges people to preserve values, perform tasks correctly, reach their goals and accomplish their life plans. In other words, no person or organization could succeed without social capital. Because it is related to perceived sense of injustice, this study attempts to discuss the establishment of justice in organization and employee's opinion on this issue as an effective factor regarding the amount of employee's social capital in the organization. The results, if proven, could help managers employ people with more social capital and hence achieve more success by establishing organizational justice. The present study is an applied and descriptive research attempting to offer a clear definition for the correlation of perceived organizational justice and the amount of personnel's social capital. This is a cross sectional field research. For testing empirical data, a conceptual model was designed by the authors. This model has two main parts, including organizational justice and social capital. In order to reach to research objectives, four hypotheses have been tested, investigating the relationship between perceived organizational justice and its dimensions (distributive, procedural and interactional justice) with the amount of employee's social capital. Research population is composed of the personnel of the health network in Noshahr city, of whom 136 individuals were sampled randomly. For data collection, a questionnaire was made by the researchers containing 31 questions based on Likert's five-degree scale. 15 of the questions include aspects of organizational justice and the other 16 questions are relate to aspects of social capital. The questionnaire has a high reliability (0.91) which was calculated by Cronbach's alpha. Also, the content validity of the questionnaire has been assured by using advice from experts. SPSS software was used for data analysis. The statistical methods used in this research include descriptive statistical methods (such as mean and single sample tables) and inferential statistics, including Pearson's correlation coefficient. Discussion of Results & Testing of the main hypotheses of the study shows, with 95% of precision, that there is a significant and positive correlation between perceived organizational justice and the amount of social capital in the sense that employees'' positive perception of organizational justice could increase their amount of social capital. Therefore, we can say that not only people with more social capital can better trust other members of their organization, but they can also trust members of other groups and organizations as well, participating in political cooperation, and becoming members of different groups and associations. They can also help to establish trust and uplift the organization's reputation, establish informal relationships in the organization, create empathy among the members and work in teams to perform their tasks. According to the results, striving to increase justice in organizations is one of the most significant factors which help organizations create an environment full of social capital and make great achievements as well as enjoying the benefits of organizational justice. They could also have a greater influence on the amount of employee's social capital by improving their positive perception of the administrator's just behavior (interactional justice). The researchers have reached a consensus that distributive justice leads to organizational effectiveness. By increasing the perception of procedural justice, employees obtain a positive view of the organization and its managers even if they are dissatisfied with payments, promotions and other personal benefits. In addition, procedural justice influences employee's confidence in organization and encourages them to remain in the organization. Various studies have shown that those organizations in which high levels of social capital exist have better organizational performance and hence are more successful in competition with their rivals. Therefore, social capital is the pivot of management issues and those managers who can produce more social capital are considered successful. Studies show that employee's opinion regarding degree of respecting justice in the organization influences attitudes such as organizational commitment and the legitimacy of people in authority. In addition, when employees feel that the organizational procedures and outcomes are unfair, they probably have a weaker performance. This behavior might also damage the process of social capital development in the organization. So all organizations in general and the health network in particular, must do their best to empower the process of justice in distributing outcomes, procedures and social interactions. We recommend that a cultural organization will be established to facilitate the development of employee's social capital and to include social capital indexes in the performance and reward assessment systems of organizations. Administrators can affect their employee's social capital through improvement of the relationship between their subordinates, partnerships, flexible and democratic structures, clear appraisals, fair treatments and empowerment of the employees. A careful study of these factors may reveals different types of justice in each of them.

organization management and the way of his/her performance and reaction in different situation indicates success and failure of organizations. In any organization it is possible that managers made a mistake during their jobs which the way of coufrontation with these mistakes and nullifing the effects of these mistakes have a great importance.In this paper the authors have tried to recognize the effects of military managers and commanders self-esteem on their way of confrontation with mistakes.For this purpose and for data collection,the authors have used a 30 questions questionnaire.The first questionnaire measures the way of managers confrontation with their mistakes in 5 factors(the capability of confrontation with mistakes,learning from mistakes,stress-related mistakes,putting the lid on mistakes,conversation a bout mistakes),the second questionnaire measured the rate of managers self-esteem .Data have been collected from a 150 people sample from Naja Mohammad Rasoulollah border guard educational centre and have been analyzed.The authors have used one-variable linear regression test for hypothesis testing.The results indicate that managers self-esteem has a effect on confrontation with mistakes,learning from mistakes,stress-related mistakes and lid on mistakes factors and has no effect on conversation about mistakes.

To overcome uncertainty, complexity and dynamic conditions, one of the ways, is having a capable human resource. Motivated personnel that work in the line with organizational goals, will have enormous interests to the entire organization. Intrinsic motivation is a new concept that currently has attracted the opinions of many management scholars. This multidimensional concept, has been defined in terms of the perceptions and beliefs of employees towards their role in the job and the organization and it allocates various psychological states such as self-efficacy feelings, be effective feelings, the power of choice feelings and be meaningful feeling of the job to itself. In this study, the effect of spiritual leadership on intrinsic motivation has been investigated using structural equation modeling approach in the University of Isfahan. Data collected were analyzed using Amos software (version 18). Results show the confirmation of the hypothesises.

The purpose of this study is the impact analysis "total quality management and organizational learning" on "innovation performance" employees in Iran Drug Co. The statistical population is included 210 employees from Iran Drug Co. 136 people were selected based on random class as a sample size by using the Morgan statistical tables for a period of 6 months in 2012. For data collection, Total Quality Management Questionnaire of Coyle-Shapiro (2002), organizational learning Questionnaire of Rhodes et al (2008) and innovation performance questionnaire of Prajogo and Sohal (2003) were used. Validity of the questionnaire was confirmed by a number of university professors. The confirmatory factor analysis was used to determine the construct validity and the results show that the load factor of all items was top of the 0.05 which was showing a reliable measure. Their reliability was obtained with Cronbach's alpha coefficient for the questionnaires were respectivly 0.91, 0.87 0.89. the data were analyzed by using Linear and Stepwise Regressions and by SPSS software. Results showed that there is significant relationship between TQM and organizational learning, between organizational learning and innovation performance and between TQM and innovation performance. Also, Results showed that organizational learning has moderating role between TQM and innovation performance. So, it reduces the effects of total quality management on innovation performance.