ardeshir shiri

This research was conducted with the aim of identifying and validating occupational stress factors among the employees of the electricity distribution company of Ilam province. The research is applicable in terms of purpose, and exploratory in terms of its mixed nature (qualitative-quantitative); which used thematic analysis strategy in the qualitative stage and descriptive-survey research in the quantitative stage. The statistical population in the qualitative section consists of the organization's experts, which was conducted with a targeted sampling of 16 in-depth interviews until reaching theoretical saturation. The statistical population in the quantitative part consists of the managers and employees of the electricity distribution company of Ilam province; using Morgan's table, 212 people were selected as a sample in a simple random way. The research tool has appropriate validity and reliability. In order to analyze quantitative data, factor analysis was used by means of Lisrel software. 7 overarching themes and 22 main themes were identified from the findings of the research. These themes include: individual factors (role burden, lack of experience, and personal expectations), group and interpersonal factors (intragroup conflict, utilitarianism, and group norm), job factors (job autonomy, job nature, and job facilitators), managerial factors (interaction method of managers, characteristics of managers, and behavioral style of managers), administrative and structural factors (service compensation, human resources planning, space and equipment, administrative issues, and control regulations), cultural factors and organizational climate (organizational climate, and organizational culture), and environmental factors (social and political factors, unexpected events, and economic factors).

The aim of this study was to investigate the effect of perceptions of managers' utilitarian behaviors on the emergence of cognitive pessimism with respect to the role of two mediating variables of loneliness and supervisor wear. The research method is a field-causal description in terms of applied purpose and in terms of data collection method, which is specifically based on structural equation modeling. The statistical population is all employees at the levels of middle, basic and expert management in the General Administration of Ports and Maritime Affairs of Bushehr Province, numbering 196 people. The main expression of data collection is a combination of a researcher-made and standard questionnaire that its reliability and reliability have been obtained based on known and accepted indicators. The results show that the perception of managers' utilitarian behaviors has a significant positive effect on the incidence of cognitive Cynicism, loneliness and supervisor wear. Also, loneliness and supervisor wear have a significant positive effect on the emergence of cognitive Cynicism. Finally, the perception of managers' utilitarian behaviors through the two variables mediating loneliness and supervisor wear has an indirect and positive effect on the emergence of cognitive Cynicism.

Organizational agitation is a kind of discomfort and annoyance from daily processes, behaviors, actions and reactions, which challenges the managers of organizations. In fact, organizational resentment effectively prevents the organization from reaching its goals. Therefore, this research was conducted with the aim of understanding the phenomenon of organizational resentment of employees.

The current research is qualitative and based on using grounded theory. Sampling was also theoretical, based on which 19 interviews were conducted with managers and experts.

The result of the interviews was a set of primary themes that were collected in the process of open coding and categories were calculated from them, and with axial coding, the link between the categories under the headings: 1- Causal conditions including: ineffective performance evaluation system, political behavior, organizational factors, occupational factors , environmental factors, management factors, organizational injustice 2- The main phenomenon includes: unfavorable organizational communication, distortion of document behavior, Machiavellian behavior 3- Strategies include: functional weaknesses, disruption of organizational cohesion 4- Consequences include: acceleration of job burnout, lack of resilience 5- background factors include: moral issues, bureaucracy problems, dwarfism of managers 6- intervening factors include: imaging strategies, heterogeneous workforce, individual expectations in the form of face-centered coding paradigm took

The identified pattern of organizational resentment can clarify the process of organizational resentment of managers and help to solve this problem and reduce it in government organizations based on being in managerial affairs.

Organizations locked in the iron fence of rules and regulations require their members to act only within the delineated limits so as to be less involved with intellectual challenges. Over time, this issue leads to the formation of presuppositions and attitudes in the minds of employees and, as a result, behaviors that show resistance against any kind of disruptive change in the existing conditions; And without thinking and understanding the change of conditions, they act according to what they have learned so far. In such a situation, people will be inflexible against new events and even their abilities will act as potential obstacles. In addition to the fact that this method of action is the result of consecration of laws and regulations, protection of job security and fear of closing job career for promotion, as well as taking care of the safe margin around oneself and fear of failure; The result is getting caught in the competence trap. In the category of degenerate competences, employees with rusty beliefs, frozen thoughts, improper context and familiar actions are watching their office life pass. The captives insist on their path as if the only way to achieve excellence is to flow through it, and any look other than theirs is met with visible and hidden resistance. Therefore, the present research aims to scrutinize the antecedents of the competency trap and reveal its consequences from the experts' point of view.

This research is exploratory in nature, and in order to understand the antecedents and consequences, it has explored the experiences of 16 employees of  public organizations in Ilam city by using a random sampling method until reaching theoretical saturation. The data is based on the open, axial and selective coding method, combining the terms used by the participants themselves; Analysis and finally the categories and components are obtained. In this way, after conducting the interview, open codes are extracted and then by merging and integrating the open codes, the axial codes are determined. MAXQDA 2020 software was used for data analysis. Then, the components were prioritized using the fuzzy Delphi method.

The components identified in the interview stage are provided to the experts in the form of a questionnaire, and according to the proposed option and the defined linguistic variables, the results of the examination of the answers given in the questionnaire are analyzed to obtain the fuzzy average of the components. According to the views presented in the first stage and comparing it with the results of the second stage, the difference between the de-fuzzified average in the two stages was less than 0.1, in this case the survey process was stopped and prioritization was done. According to the findings, traditional management style, technology phobia and administrative socialization respectively had the greatest share in development of competence traps from the experts' point of view. Also, according to the experts, The consequences such as outdated knowledge, job routine and job satisfaction respectively have a stronger role as a result of competency traps in the public organizations in Ilam city.

It can be difficult to let go of traditional beliefs and knowledge, especially when one's colleagues and managers of an organization argue against it or even challenging the new knowledge and theory. This is where the competency trap in the organization gains more strength and power due to the circle of decision-making power as well as groupthink. Sometimes, we have to let go of what we thought was right, but conditions and mechanisms like a wave drown a person in a flood of intellectual stagnation, and minds do not grow with the passage of time, and a miniature of old stereotypes and memory will be archived. The competency trap creates a knowledge gap in employees because they are under the shadow of what they know. Considering that knowledge, skill and competence is a potential power, which in incorrect application, diminishes its awe and admiration and leads to a competence trap that deceives the mind and gradually, exhaustion and organizational decline are revealed. The results of this research lead to the discovery and explanation of the lesser-known phenomenon of competency traps in the geometry of human resource management studies in the country and provide a clear path to managers and policy makers of the administrative system in understanding the said phenomenon and how to deal with it.

The Expectancy Silence is the result of the barrage of unpleasant experiences from the poisoned arteries in the body of organizations, which forces some employees to continue office life by hiding expectations, strategies and tactics. Therefore, since about this phenomenon, a deep silence has covered the study space of organizational behavior management knowledge; This research aims to reveal the phenomenon of visible and invisible layers in the context of western governorates of the country (including Ilam, Kermanshah, Lorestan, Kurdistan and Hamedan) through morphology. This essay is based on exploratory mixed methodology. In the qualitative part, the basic theory of the systematic approach was used, and in the quantitative phase, the one-sample t-test was used for its validation and generalizability. The participants in the research were 18 students who were invited to participate in the research through the theoretical sampling method. The results of the research showed that in the deepest conceptual layer of the phenomenon of Expectancy Silence, the driving forces of administrative panic, quiet professions, strategic patience and shrewd situationalism are located, and the most superficial layer occurs in the form of behaviors such as radar avoidance, salaciousness and destructiveness. Also, the results of the validation of the model through the T-Tech test showed that, according to the experts, the conceptual model has theoretical validity.

Self-wanted isolation is considered a silent phenomenon of the organization; A situation where the employee deliberately chooses a secluded corner and does not throw itself away from events and events and does not allow participation in organizational activities. self-wanted isolation from the employees' perception of the poor performance of the supporting role by the organization; atmosphere and unhealthy competition among colleagues has arisen, which leads the individual to leave the job after failing to use other behavioral strategies and despairing of leaving the job. Undiscovered dimensions and causes from researchers' point of view and hidden from managers' view led to the necessity of conducting research. Therefore, this research seeks to understand the conceptual depth and causal factors of this little-known phenomenon in Iran's administrative system. This research follows qualitative methodology And from the perspective of strategy, it is based on the data theory of the foundation. The statistical population consisted of experts working in government organizations in Ilam city, which was conducted in the form of theoretical sampling, taking into account the theoretical saturation base, with a number of 17 semi-structured interviews. Reliability of qualitative data was measured through the criteria of Lincoln and Guba (1985). Finally, delving into the depth of the data led to the emergence of 5 categories Organizational poisoning, The traditional form of the organization, Inefficiency of administrative processes, Experienced bitterness and organizational culture and atmosphere as causes of self-wanted isolation with other markers of phobia, silent protest, She had idealistic expectations and a conservative attitude

The present research was carried out with the aim of investigating the effect of team coaching on group decision-making and social responsibility with the mediating role of flexibility-human resources in government organizations of Ilam city. The research method of the current research is of a quantitative type, in terms of the applied purpose and the method of data collection, it is a descriptive survey.The statistical population includes all managers and employees of government organizations in Ilam city, which is 2500 people, of which 384 people were selected as a sample. The main form of data collection is the questionnaire.Data analysis was done by structural equation modeling method.The results of the research show that team coaching has a positive and significant effect on group decision-making, social responsibility, and the flexibility of human resources, and this research also shows that the flexibility of human resources affects group decision-making and responsibility. Social adaptability has a positive and significant effect, and finally, team coaching through the flexibility of human resources has a significant effect on group decision-making and social responsibility.

The evidence shows that investors in the Tehran Stock Exchange, in addition to quantitative methods, used judgments based on subjective perceptions, non-scientific information, rumors and blindly following a few participants in the capital market to determine the stock value. It is also known as collective, herd and mass behavior. Therefore, the purpose of the current research is the role of regret in the decision-making of the investor's collective behavior in the buying and selling situation. This research is applied in terms of purpose and descriptive-survey in terms of type. The statistical population of the research includes all the shareholders in the stock exchange, which was calculated as 384 people according to the unlimited population to obtain the statistical sample size using Cochran's formula. And the test made by the researcher to determine the feeling of regret of the investor's mass behavior in the buying and selling situation was carried out on them, the results were analyzed using SPSS and Smart PLS statistical software. The results showed that the reliability and convergent and divergent validity of the appropriate model and the fit of the structural equations and overall fit were strong, and the feeling of regret had a positive and significant effect on the financial and psychological decision-making of mass investors.

The purpose of this article is to investigate and understand the nature and design of the Civilizing University model in Iran's higher education system (case study: universities in the west of the country).

the method of the survey is using a qualitative approach from research sources and confirming the components from the point of view of academic experts, which led to the identification of the most important components of the formation of the Civilizing University It was their role. This research was conducted using the qualitative method (grounded theory) and through the semi-structured interview tool, the components were identified and categorized from the point of view of 15 experts and university experts who were purposefully selected.

The findings of the research showed that the components of Tamdansaz University in Iran's higher education system have 5 main dimensions including; Causal conditions are the foundation, interventions, strategies and consequences. Among the most important components in the causal dimension; The necessity of civilizing, empowering, improving the tasks, improving the efficiency of universities in the context of providing a platform; Capacity building, provision of material and human infrastructure, development of human resources, national identity, common vision, scientific authority, also in the dimension of interventions; Honoring science and the scientist, honors of Iranian civilization, system building, evaluation system and in strategies scientific diplomacy, technology development, promotion of research efficiency, planning, connection between industry and university, flexible structures, conflict management, systemic thinking and finally to the components of the consequential dimension; Employment creation, promotion of the model of virtues, formation of a knowledge-based government can be mentioned. All 25 components identified as components of Tamdansaz University have an important role in Iran's higher education system.

The aim of this study was to design a model for delegating managers' authority in Islamic culture. The research method of the present study is qualitative and based on the content analysis approach in order to extract the required themes from religious sources related to the delegation of authority. the data were extracted from the religious books (Quran and Nahj al-Balaghah). To calculate reliability, the open-ended reliability method was used and to evaluate the validity, the relative content validity coefficient (CVR) and content validity index (CVI) were used. In the first stage, descriptive coding was done as basic themes, and in the interpretive coding stage, basic organizing themes were classified. The last step was to determine the overall theme, which includes all of the aforementioned themes. Using theme analysis, 82 basic themes, 20 sub-themes, and 7 main themes es were extracted. The main themes were formed in the form of concepts such as the proportion of responsibility and ability, supervision and care, auditing and accountability, Lack of responsibility from higher levels, accountability, and responsibility. As a result, it will be effective that in addition to delegating authority over the manager's performance, she also supervises with calculation and participates in impeachment.

The present study was conducted with the aim of understanding the phenomenon of brand courage in the fashion industry.

This research is exploratory in terms of practical purpose and in terms of data collection, which has been analyzed with a mixed (qualitative-quantitative) approach. Using purposeful sampling and considering the logic of theoretical sampling, an in-depth semi-structured interview was conducted with 11 university experts and marketing managers in the field of fashion and clothing industry. Also, in the quantitative section, 384 customers of Iranian clothing brands in Tehran were selected using a non-probability method. The tool for collecting data in the quantitative section was a questionnaire based on the findings of the qualitative section, whose validity and reliability were confirmed. Quantitative data analysis was done by SmartPLS software.

The analysis of the interviews using the theme analysis method showed that the pattern of the phenomenon of brand courage in the fashion industry includes five components: "brand-related features", "brand social actions", "advertising-related features", "competitor-related actions" and "related actions". with customers.

The results of structural equation modeling showed that the model has a good fit and the components and indicators of the model have been able to have a meaningful explanation of the phenomenon of brand courage in the fashion industry.

In this study, the effect of high-level competence perception on the emergence of withdrawn behaviors and job search behaviors with the variable role of job dissatisfaction mediator and moderator of ambition has been investigated. This research is a correlational description in terms of quantitative research in terms of data collection method. The main tool for data collection is the standard questionnaire. The statistical population of employees working in Ilam Power Distribution Company is 493 people, the sample size was 216 people using Cochran's formula. Structural equation modeling and Smart PLS software were used to analyze the data. The results showed that the perception of high level of competence has a significant and positive effect on the emergence of withdrawn behaviors and job search behaviors. Job dissatisfaction has a significant and positive effect on the emergence of withdrawal behaviors. Perceptions of high-level competence through job dissatisfaction have an indirect and positive effect on the emergence of withdrawal behaviors and job search. Ultimately, ambition moderates, in other words, increases the relationship between perceptions of high-level competence and withdrawn behaviors and job search.

Transparency is a set of organizational practices that promotes good governance and democratic processes in the organization. If it is implemented in the organization, it improves the decision-making process and makes the process of organizational decisions constructive and effective. Therefore, this study aimed to explain the effective factors of transparency in the strategic decision-making of health system managers.

This exploratory (qualitative-quantitative) study was conducted based on an applied research method. In the qualitative part, the statistical population includes managers and faculty members at Ilam University of Medical Sciences. The snowball method was used for sampling. Moreover, semi-structured interviews were used to collect information in this part. Based on the rule of theoretical saturation, 17 interviews were conducted. Furthermore, Grounded Theory was employed to analyze the data in the qualitative part. In the quantitative part, the purpose was the model testing designed in the qualitative part. Accordingly, a researcher-made questionnaire based on the qualitative model was used to collect the information in this part. The statistical population of the quantitative part of the research included 250 managers and faculty members of Ilam University of Medical Sciences. Structural equations and PLS (volume 2) software were used to investigate the relationships and effects of the components in the model.

According to the findings of the qualitative part, 27 concepts and 4 final components or indicators, (managers' responsibility, employee participation, moral values, as well as information and communication management) were identified during three stages of open, central, and selective coding. The findings of the quantitative part revealed that managers' responsibility (with a coefficient of 0.546 and t-value of 3.058), employee participation (with a coefficient of 0.548 and a t-value of 3.789), moral values (with a coefficient of 0.618 and a t-value of 3.019), as well as information and communication management (with a coefficient of 0.764 and a t-value of 3.76)  have a positive and significant relationship with organizational transparency.

According to the research findings, it can be stated that the most effective factors in increasing organizational transparency in the strategic decision-making of health system managers of Ilam University of Medical Sciences are attention to information and communication management, institutionalization of moral values, employee participation, and managers' responsibility.

This research has been done with the aim of analyzing the dimensions of the popularity of managers in government organizations of Ilam city. The current research is applied in terms of purpose and in terms of exploratory nature with qualitative method, it is of the type of database theory with Glazer's emergent approach. The participants in the research were managers of government organizations in Ilam city. Data collection was done through purposive sampling with 17 managers using semi- structured interviews. For the reliability of the interviews, the method of agreement between two coders was used, and in order to check the validity, content validity was used. Findings revealed that 7 dimensions were identified for popularity, which include weak-willed (empty character, shaky character, identity destruction), unhealthy dependence (obedient mind, passive behavior, others- processing), belonging (showcase management, hypocritical behavior, imaging), personal interests (networking, ownership, political game), malinger(behavioral abnormality, personality syndrome, personality crisis), white fallacy (organizational deviance, organizational anomaly, functional dysfunction of managers), ritualism (creating management based on the glass room, formulating the principles and functional requirements for the organization, formulating the principles and requirements for education and ethics). The results of the research showed that seeking popularity is one of the managerial inefficiencies in government organizations, which has made managers' performance difficult. It can be said that in order to reduce the popularity of managers, government organizations should avoid appointing managers who tend to have symbolic communication and have dependent personalities.

The aim of the study was to investigate the role of Machiavellianism in reducing interpersonal trust by mediating hypocritical behaviors in interpersonal communication. The research population was all female teachers of Ilam city, which was selected by simple random sampling method and based on Cochran's formula of a sample with a volume of 221 people. The research method is quantitative, descriptive and correlational studies and especially structural equation modeling. Khald Sharafi and Shiri Behavioral Behavior Machinery Questionnaire (2015), Haddavi Nejad Interpersonal Behavioral Communication Questionnaire (2011) Questionnaire and Interpersonal Trust Builder Questionnaire were used. . To determine the reliability and validity of the instrument, Cranbach's alpha coefficient and confirmatory factor analysis were used. For data analysis, the confirmation path analysis technique was used using lisrel software. The results showed: Machiavellian variable has a direct negative effect (-0.42), a negative direct effect (-0.92) and a total negative effect (-0.512) and is significant on the interpersonal confidence variable at the level of 0.05. . The variable of hypocritical behaviors has a negative direct effect (-0.25) and is significant on the interpersonal trust variable at the level of 0.05. Machiavellian variables with indirect path coefficient due to hypocritical behaviors (-0.92) and T-value (3.29) have an indirect, negative and significant effect on interpersonal trust at the level of 0.05.

Escape from big decisions to small decisions is one of our arts to hide the fear of decision making. The purpose of this study is to analyze the strategies and consequences of managers' decidophobia phenomenon using a mixed approach.

This research is exploratory in terms of purpose and applied research regarding type of use. Furthermore, the methodology is based on the research onion pattern, and an exploratory mixed method was used in this study. Grounded theory was used in the qualitative part, and in the quantitative part, descriptive-survey method was employed. The participants of the qualitative part are the human resource managers of the ministries of the country and cooperation, labor and social welfare, whose data collection tool is semi-structured interviews with 16 experts from these ministries using the snowball method. In the quantitative part, the statistical population is the employees of the Ministry of Home Affairs and Cooperatives, Labor and Social Welfare, and the data analysis tool is a researcher-made questionnaire whose validity and reliability have been confirmed.

Research findings indicate the dimensions of dodging in decision making, inability to understand the problem, fear of facing abstract decision-making and decision-making related to (phenomenon-oriented), lack of delegation, removal of administrative duties, escape from the problem and conservatism in decision-making (strategies) and illegitimate political behavior of managers, learned disability, defective performance appraisal system, training of gray managers and inefficient management were identified as consequences of the phenomenon of decision-making phobia.

Knowledge of the signs of decision-phobia can give more depth and richness to the knowledge of ministry managers both objectively and subjectively, and public sector managers can gain a better understanding of the decision-phobia process.

The present study aims to identify the mechanisms of development and retention of newly hired teachers in the education system in a qualitative manner. In the present qualitative study, 19 experts, managers and deputies of human resources, and newly hired teachers of the last 5 years of the education system were selected as snowballs and semi-structured interviews were conducted with them. In order to analyze the data, the technique of analyzing the qualitative content of the interviews according to the coding procedure was used. The results of the thematic analysis indicated that the mechanisms for the development of newly hired teachers included; In-school and out-of-school sessions, career development pathways, job design techniques, knowledge sharing, practical learning, networking, performance management, self-development, succession parenting, training, teamwork, and vertical career advancement. Performance based payment, benefits, attention to spiritual needs, and attention to material needs were the most important mechanisms for teacher retention. To implement transformation programs and policies, the education system must define, implement and evaluate systematic and goal-oriented mechanisms for the development and retention of talented novice teachers.

Merit-phobia is considered one of the organizational diseases in governmental organizations, which has hindered the favorable appointment process. Therefore, the purpose of this study is to Designing a merit-phobia model of the managers of governmental organizations in Lorestan province. The present study has a qualitative design and uses the grounded theory method. Participants in the study were managers of government organizations in Lorestan province. Data were collected through purposive sampling with 20 managers using semi-structured interviews. In the process of data collection and analysis, the grounded theory method proposed by Strauss and Corbin was adopted. Six main categories and 45 concepts were extracted from the interviews. The findings revealed that conditions such as the weakness of the succession system, fear of losing position, traditional management systems, narrow-mindedness, partisanship, lack of a decent career path bring about the phenomenon of managers' merit-phobia. Factors such as unhealthy competition, politicization, greed, the relationship-oriented culture, and nepotism provide a background for managers' merit-phobia. According to the findings, salaries and benefits, selfishness, dependence on power, utilitarianism modify this phenomenon, which leads to consequences such as dwarfism, reduced investment of knowledge and skills for the future, reduced efficiency and effectiveness, job boredom, degradation of the manager's social reputation, increased the employee voluntary leave, reduced organizational creativity, and lack of organizational progress. Finally, the study model was approved by experts.

The aim of this Exploring and explaining the phenomenon Managers Decidophobia in the Ministries of Interior and Cooperation, Labor and Social Welfare. The research was conducted using a combined method using foundation data theory, which was a data collection tool for the qualitative part of semi-structured interviews and in the quantitative part was a researcher-made questionnaire whose validity and reliability were confirmed. Based on which 16 interviews with experts were conducted for a small sample of 253 managers and senior experts of the two ministries. Which was extracted during the open coding process (475 codes), axial (60 codes) and selective (26 codes); In the form of a paradigm of coding evasive factors in decision making, inability to understand the problem, fear of facing decision-making and abstract decision-making (phenomenon-oriented), weakness in decision-making, fear of decision consequences, organizational climate, Lack of program-oriented organizational decisions, lack of decision-making experience, lack of access to real information (causal conditions), decision-making influence of informal individuals and groups, sectarianism in the organization, approaches to appointing managers (background factors E), managerial inner anxiety, self-preservation in decision making, organizational culture and lack of training of bold managers (interfering factors), lack of delegation, removal of administrative duties, escapism and conservatism in decision making (strategies) and political behavior Managers 'illegitimacy, learned disability, defective performance appraisal system, gray managers' training, inefficient management (consequences) were identified. According to the findings of the qualitative section confirming the relationship between dimensions and variables and the structural equation model of the research conducted with Smart PLS3 software, it was determined that GOF, Q2, Rsquare and Fsquare criteria were calculated for the structural model and measurement models, all of which were calculated. They had acceptable and acceptable values.

Professional care of university faculty members plays an important role in the development of human resources of the Ministry of Science, Research and Technology. Present study was implemented to design a university's faculty members professional care framework. This research was an applied type, exploratory combined (qualitative- quantitative) by nature in which data gathering at qualitative part was done through experts' opinions using Delphi technique and in quantitative part, researcher made questionnaire was utilized. Population of study consisted of administrators and staffs in Chamran University among which 17 individuals were selected through purposive sampling and Delphi technique. In the quantitative part, 235 out of 605 faculty members were selected as sample of study by Morgan's table. Data gathering tools were Delphi Checklist and a questionnaire based on Delphi output at qualitative part.  Data were analyzed using Kendall's coefficient and confirmatory factor analysis.  According to findings through three Delphi's rounds, 82 indicators and 25 components were identified among which instruction and research development, ethical regulatory plan, professional leadership, developing cultural plans and welfare vitality had the highest impact. In addition, 6 dimensions of instruction, research, ethics, administrative, culture and support were evaluated. According to findings, professional care was evaluated in terms of 6 dimensions and a consensus was obtained by experts upon 25 components effective on professional care of faculty members with Kendall coefficient of 0.804. The results of factor analysis showed that all dimensions and components of occupational care have a factor load higher than 0.5.

Background and

Undoubtedly, the most sensitive activity that managers perform in any organization is decision making. But today's world is so complex that decision makers are faced with many problems. This qualitative research was conducted with the aim of analyzing the phenomenon of decision phobia of managers in the Ministry of Cooperatives, Labor and Social Welfare.Research

This research is based on fundamental-applicative purpose and descriptive-exploratory in terms of gathering information, and it is a qualitative research type that was conducted using foundational data theory. 16 interviews were conducted. The result of these interviews was a set of primary themes that were collected during the open coding process and categories were extracted from them. Then, the titles of central, causal factors, contextual factors, intervening factors and environmental factors were specified in the paradigm model of decision phobia.

According to the findings, central phenomenon factors, causal factors, contextual factors, intervening factors, strategies, and environmental factors were identified in the form of a paradigm model.

Managers should strive to strengthen their decision-making and problem-solving skills, specialization in the decision-making process, familiar with psychological techniques to eliminate decision phobia and lack of secrecy in decision-making, so that they can overcome decision-phobia in this way. Minimize the work environment.

This research is aimed at understanding the roots and axial concept of Managers Decidophobia with Using Grounded Theory Ministry of the Interior and Ministry of Labor and Social Affairs.

This Mixed-methods research uses a systematic integration of quantitative and qualitative data. Research Onion Saunders (2009) Rationalistic philosophies, Combined approach, Strategies grounded theory, choices Mixed methods, Time horizons Cross-Sectional, Techniques and procedures Library -square. The qualitative part is the GT and the quantitative part utilizes a structural equation modeling. The qualitative part used semi-structured interviews for its data collection and a researcher ‎made questionnaire quantitative section the validity and reliability of the confirmed.

The data analysis, identified 169 open codes and 22 axial, 10 selective categories. Among these dimensions is evasion in decision-making, inability to understand the problem, fear of facing decision‎making and abstract decision‎making related to the variable of Managers Decidophobia (the axial phenomenon) and weakness in decision‎making, fear of consequences decision, organizational climate, lack of program-oriented organizational decisions, lack of decision‎making experience, lack of access to real information, related to the causative conditions affecting the axial phenomenon were identified.

Based on the findings of the qualitative part and the confirmation of the relationship between dimensions and variables using the identified codes it was determined that causal conditions with acceptable effect coefficients and significance coefficients affect the phenomenon of Managers Decidophobia. The GOF, Q2, Rsquare and Fsqare criteria for the structural model and the measurement models were calculated using the Smart PLS 3 software. It is also worth mentioning that all of the mentioned variables had allowed and acceptable values.

The purpose of this study is to investigate the effect of Intelligent leadership on organizational citizenship behavior of teachers and female staffs of Dare Shahr and Abdanan Girls' Schools . The present study is applied in terms of purpose and descriptive-correlational in terms of data collection. The statistical population of this study includes all female teachers and staff of girls' schools in Darshahr and Abdanan, which are 942 at the time of the study. In this study, Cochran's formula was used to measure the sample size and the sample size was 273. The main data collection tool is a questionnaire that includes the Sidanmanlaka Questionnaire (2002) for measuring intelligent leadership and the Podsakoff et al. (1990) questionnaire for measuring organizational citizenship behavior. Structural model analysis and hypothesis testing were performed by modeling structural equations using partial least squares method using smart pls3 software. The results of the research hypothesis test show that intelligent leadership has a positive and significant effect on organizational citizenship behavior. The results of the research hypotheses also showed that the dimensions of intelligent leadership, including the intellectual dimension, emotional dimension and spiritual dimension, have a positive and significant effect on organizational citizenship behavior.

The main purpose of this study was to understand what and why the phenomenon of trained incapacity in government organizations.
Design/ Methodology/ Approach: Research methodology The use of combined-exploratory method consisted of two stages: qualitative and quantitative. The qualitative part is done through the strategy of data-based theory and the quantitative part is done using structural equation modeling. The statistical population included experts in government organizations in the city of Ilam, which conducted two semi-structured interviews in two methods, targeted and snowball, until theoretical saturation was achieved. The validity of qualitative data was confirmed by the relative coefficient of content validity and content validity index. Then, a questionnaire of 81 questions was designed to test the model, the validity and reliability of which were evaluated with known indicators.

The beginning of the trained incapacity in dimensions of rules of inelastic, Managers Mental intentions, The deterrence role of Managers, Structure Organizational and Organization Process, related to the causative conditions affecting the axial phenomenon were identified the dimensions of Job Routineness, early of Prejudice, Job in adequacy, inferiority feeling and Smart Silence to the organizational Trained Incapacity variable (the axial phenomenon). After confirming the validity of this step, the analysis of quantitative data with Smart PLS software showed that causal factors have a meaningful effect on the visibility of the axial phenomenon. Also, using the sample test, it was found that the current situation of the five dimensions of the concept of disability learned in the study population is higher than normal.
Limitations and consequences: the concept and dimensions that make up learning disability have been left unexplored by researchers. Therefore, the present study tries to reduce the aforementioned theoretical and conceptual gap.

Given the prevailing dimensions of disability formation learned in government organizations, managers should adopt appropriate strategies to control this phenomenon by increasing awareness of its causes.

The present article introduces one of the lesser known diseases in government organizations and deals with its conceptualization.

The purpose of this study is to investigate the effect of Islamic knowledge management on the development of human capital by considering the mediating role of Islamic work ethic among faculty members of Ilam public universities. The research method is descriptive and also in terms of purpose is in the category of applied research. The statistical population of the study includes all members of the faculty of Ilam public universities, which is a total of 502 people. The statistical sample of the study was 215 people using simple Morgan table. Standard and researcher-made questionnaires have been used to collect information that the reliability of which has been confirmed. In order to document the results of statistical analysis and provide final solutions, the researcher has analyzed the questions using the statistical method using SPSS software and the hypotheses have been tested using correlation and regression indices. The results of this study show that there is a significant relationship between different dimensions of Islamic knowledge management (knowledge creation, knowledge documentation, knowledge storage and knowledge sharing) and human capital development considering the mediating role of Islamic work ethic in Ilam public universities.