asadollah mehrara

The aim of this study was to design a social responsibility model based on the health and welfare of Mazandaran Medical Sciences employees.

The research design was qualitative, using thematic analysis. The statistical population consisted of experts and elites in the fields of management, human resources, health, and medical sciences at Mazandaran Medical Universities in 2023. A purposive and snowball sampling method was employed, and after conducting 15 in-depth interviews, theoretical saturation was achieved. Data were collected through semi-structured interviews and analyzed through open, axial, and selective coding, based on the six-stage thematic analysis method of Clarke and Brown.

Based on the thematic analysis results, 16 categories were identified, including the proper selection of managers and employees, provision of welfare services, commitment, attitude, having a policy on social responsibilities, laws and regulations, role conflict resolution, support and participation, evaluation, transparency, improvement of working conditions, cultural promotion, supervision, individual characteristics, a value-based perspective on human capital, and awareness, all of which are essential in designing a social responsibility model based on the health and welfare of Mazandaran Medical Sciences employees.

The results showed that the social responsibility model based on health and welfare is organized around themes such as employee welfare and health, individual characteristics, cultural promotion, evaluation and supervision, efficient management, organizational attitude and commitment, and regulations.

The policy approach of human resource management refers to attracting, developing, managing, creating motivation and achieving the commitment of key resources of the organization, that is, the people who work in or for that organization should be effective in an intelligent way. Build and manage management interactions.The purpose of the current research is to formulate a human resources development model according to the policies of the country's property and document registration organization, which in terms of the purpose of the development-applied research type and in terms of the method, it was carried out with a mixed exploratory (qualitative-quantitative) approach. The present research in the qualitative part after analyzing the records, using the qualitative method and in-depth interview on 17 people from the panel using the purposeful and cluster judgment sampling method, reached theoretical saturation, and then the information obtained using the method The analysis of the topic under investigation and the implementation of the Delphi technique have been made.The findings of the research showed that the development of human resources according to the policies of the organization of registration of documents and properties of the country.The conducted investigations have shown that the components and sub-components of human resource development of the country's property and document registration organization have been fully identified and investigated.

In a world where change is evident, the only way to survive is to adapt to changes. Organizations have realized that their most important capital is human resources, which is an important factor in the success and progress of any organization. A necessary condition for the realization of the goals of any organization is the existence of special manpower and employees who, in addition to having special abilities and skills, have a commitment to their job and organization and feel satisfied with their duties. The purpose of the current research was to design and compile the human resource management audit model in Pars Petrochemical Company.

The research method was a mixed research type with an exploratory design and a fundamental goal. The research community in the qualitative section includes 12 experts in the field of human resources management who were selected by snowball sampling. In the quantitative part, all the employees of Pars Petrochemical Company (N=400), using Cochran's formula, 196 people were selected as a sample. Based on the opinions of experts, and based on the Delphi technique, 108 indicators were extracted to include the policy dimension (14 items), the process dimension (19 items) and the performance dimension (75 items) and based on that, a researcher made a questionnaire whose validity was verified by the Delphi panel. Its confirmation and reliability (α=0.91) were obtained. The data were analyzed by SAW multivariate analysis test, t-Student mean comparisons and SPSS and EQS software.

Based on the significance of each of the indicators in the explanation of the components of the model, the significance of the components in the explanation of the dimensions, as well as the significance of the dimensions in the overall explanation of the model, it can be concluded that the audit model of human resources management can be explained based on the 3 dimensions of policy, processes and performance. and each of these dimensions can be meaningfully measured through 3 identified components, i.e.: structure, developing systems and employee balance. Also, the role of each of the model indicators in explaining the components was found to be significant, which showed the overall significance of the human resource management audit model in this research. The results showed that the contribution of the policy dimension in explaining the human resources management audit was equal to 0.60, the process dimension was 0.89, and the performance dimension was 1.23. Also, the fit of the research model is appropriate and confirms its high power in explaining the causal-effect relationships of the variables.

Considering that the audit of human resources management, organization and human resources can have consequences such as productivity and increasing performance and efficiency, it is suggested that the managers of the organization establish and create a human resources management audit unit according to the results of the research. Pay attention as part of the human resource management system in the organization. Among the limitations of this research is the lack or absence of suitable standards and indicators for human resource development audit. On the other hand, the indicators designed for the unit studied in this research cannot be generalized to other works and can only be explained and improved in future audits for the same units; But the general steps of the audit process can be modeled. Also, the execution capability of the model depends on the availability of information and documents and evidence required by the units, and in addition, the resistance of some participants in the project (interviewees) or the lack of sufficient knowledge of the overall purpose of the audit or the process of conducting it, including other obstacles and problems are work. Also, in the worst case, the audit model may be used only for formal but unrealistic confirmations of existing conditions and reporting to managers. Finally, it can be stated that human resource management audit offers assurance and reflection about the main organizational costs and an opportunity to examine the efficiency and effectiveness of human resource management and its potential role in the future success of the organization. The future orientation of HRM audits (unlike other types of audits) is related to the planning needs of the organization and provides an emphasis on evidence-based review of credibility. The use of accepted auditing techniques, combined with audit independence and competence, provides a unique contribution to the organizational planning and control environment. Each audit's quality, skills and competencies, and potential costs and benefits should be considered individually at the organizational level. The benefits of human resource management audit can include discovering areas for improving the organization's future, clarifying human resources goals, aligning human resource plans with the organization's strategic plans and priorities, highlighting critical human resource issues for organizational success, and re-examining key assumptions. and clarifying in the organization that these goals can be achieved based on the model presented in this research.

Aim and

In order to survive, create a competitive advantage, increase efficiency, achieve organizational goals, organizations need human resource planning within the human resource management system. Manpower in organizations is considered as human capital and the most important infrastructure and is the main source of competitive advantage, creativity, innovation, productivity, effectiveness and development and transformation and for reasons such as scarcity, irreplaceability and imitation and process impact on other variables and Extra-organizational is the most valuable and strategic asset of the organization. The main purpose of this study was to provide a model for reducing manpower planning inadequacies in the Social Security Organization.

This research is mixed in terms of applied purpose, in terms of nature, exploratory and based on the method of data collection. The participants of the quality section were 23 experts who were selected by purposive sampling. Qualitative data were collected through semi-structured interviews and the data were analyzed using content analysis method. The validity and reliability of the data were assessed through aptitude test. In the quantitative part, the data collection tool was a researcher-made questionnaire and was analyzed in two stages of fuzzy Delphi survey. Cronbach's alpha was estimated to be 783% and Demitel method was used to fit the extracted pattern. The statistical population at this stage was the resource staff of the Social Security Organization, which was determined using Morgan's table of 364 people and the sample was selected by simple random sampling.

Findings indicated that the organization's human resource planning system faces 19 main problems, which are the indicators of lack of proper planning model, improper implementation of human resource planning, lack of monitoring, control and feedback (performance evaluation - effectiveness), human resource planning, lack of adequate support. Human resource planning, lack of prioritization of the organization's human resource planning, short-term view and elimination of the task of planning were among the most important problems and shortcomings of the organization's human resource planning system. The results show that the extractive components of the research model are community-approved. Also, 14 factors affecting the problems of the human resource planning system were identified, including factors such as managerial instability; Rental and political selection of managers; The desire to maintain the status quo; Lack of specialized and efficient planning managers; Changes in government, political, cultural, economic, and technological laws were among the most important factors influencing the problems of the organization's human resource planning system. Finally, 14 strategies were identified to overcome the problems of the human resource planning system, which are solutions to design an appropriate HR planning model; Understand and support senior planning management; Integrated human resource planning system; Managerial stability and non-political appointments; Improving, implementing and properly implementing the monitoring and performance evaluation system were among the most important solutions to overcome the problems of the human resources planning system of the Social Security Organization. The Social Security Organization can do the necessary planning to reduce the problems of the human resource planning system by identifying the shortcomings, the factors affecting it and the solutions presented in this study.Discussion and

The human resource planning system of the Social Security Organization, as one of the factors for the survival and prosperity of the organization, has a key role in achieving its goals and the findings of this study provide operational implications in improving the organizational performance of the Social Security Organization. The Social Security Organization can do the necessary planning to reduce the problems of its human resource planning system by considering the identified problems, the factors affecting it and the solutions presented in this research.

Green concept is a new concept in organization management. Green decision-making refers to decisions that are within environmental limits with an emphasis on protecting natural resources for improving the quality of life. The aim of the present research is to present a green management development model in the branches of Tejarat Bank of Iran. The statistical population of the research is 32 experts of branches of Tejarat Bank. Data collection was done through a Delphi questionnaire with standard components. Four main variables and 11 sub-variables of structural modeling were tested and the validity and reliability of the variables were confirmed. In this research, (SLR) technique was used to determine the relationships between variables and the comprehensiveness of the model using PLS software. The findings of the research have shown that the final model of this research has four dimensions and 11 components. The dimension of organizational innovation includes components of (equipment, training, support) and organizational commitment includes components of (affective commitment, normative commitment, continuous commitment), the dimension of organizational leadership (performance, decision-making, and management) and the dimension of organizational strategy include components of (leadership strategy and culture building). And at the end, it is suggested that the branch managers of Tejarat Bank, by applying leadership and timely decisions and managing employees, using innovative ideas and training, and up-to-date equipment, and setting a strategy in accordance with the goals of the organization and increasing the commitment of employees, can take an effective step towards the implementation of green management in Tejarat Bank branches throughout the country

The purpose of this research is to investigate the factors affecting Iran’s tourism industry with a sustainable development approach.  The statistical population in the qualitative research includes experts and specialists in the tourism organization and professors with proficiency in the field of tourism, and the quantitative research comprises the experts of tourism development in the tourism organizations of Iran. The sampling methods in the qualitative and quantitative studies are purposeful and random stratified, respectively. The method of data collection in this research is based on library studies, a review of relevant texts and literature, and field-based and data collection is performed through interviews and questionnaires. Non-probability purposive sampling was applied to select the interviewees, and during this process, experts were tried to have practical experience in addition to theoretical knowledge. The results of the research demonstrate that based on the Dalala technique, the institutional criterion is the most effective and the sustainable human resources index has a very high level of effectiveness, and the criteria of sustainable human resources have the most interactions with other criteria studied. Furthermore, based on the structural equation technique, it was determined that all the identified factors have a significant impact on the development of the tourism industry.

The purpose of job rotation policies is to create a talent pool for the organization along with mutual training of employees. Ensuring that a planned job transfer is beneficial to both the employee and the organization requires consideration of the organization and the company's value chain. The current research has been conducted with the aim of designing a job rotation implementation model based on the organization, methods, and value chain of Iran's National Gas Company. The qualitative research method is based on foundational data theorizing. Semi-structured interviews were used to collect information, and data analysis was done using the Strauss and Corbin method and the paradigm model. Sampling was done theoretically and with the benefit of targeted (judgmental) and snowball (chain) techniques, based on which 18 interviews were conducted with knowledgeable professors and experts in the field of human resource management and public administration. The results of the data analysis obtained from the interviews during the process of open, axial, and selective coding led to the creation of a job rotation implementation model based on the foundation's data theory including 6 main dimensions, 64 sub-dimensions, and 186 characteristics.

The aim of this study was to investigate the effect of electronic service quality on customer behavior with the mediating role of customer satisfaction of DigiKala online store in Sari. This research is descriptive-survey in nature and applied in terms of purpose and the method of collecting information is using survey research method. The statistical population of this research consists of all customers of DigiKala online store in Sari, whose number is unlimited. In order to determine the minimum required sample size, 384 people were selected from the Morgan table by random sampling method as the sample size. In order to ensure the return of this number of questionnaires, 450 questionnaires were distributed in the community. In order to collect information in this research, the quality service questionnaire of Rita et al. (2019), the online shopping behavior questionnaire of Afrim Turban et al. (2008) and the researcher-made customer satisfaction questionnaire including 14 items were used. Structural validity, convergent validity and divergent validity were used to assess validity, and combined reliability (CR) and Cronbach's alpha coefficient were used to calculate reliability. Kolmogorov-Smirnov test, factor-confirmatory analysis and structural equation test were used to analyze the data. Data analysis was performed using SPSS21 and Smart PLS software. According to the results, the quality of electronic services has an effect on customer behavior in online shopping with the mediating role of customer satisfaction. The quality of electronic services has a significant impact on customer behavior in online shopping, shopping motivation and buying behavior from the online store. Also, the quality of electronic services has a significant impact on customer satisfaction in online shopping from the online store of DigiKala. The results showed that 5 dimensions of the quality of electronic services (implementation, access, privacy, responsiveness and communication) have a significant impact on customer satisfaction in online shopping from the store. But the dimensions of efficiency and service compensation do not have a significant effect on customer satisfaction in online shopping from DigiKala online store. The results showed that customer satisfaction has a significant impact on customer behavior in online shopping, shopping motivation and shopping behavior from Digikala online store.

The purpose of this research is to investigate innovative strategies on the motivation and growth of employee communication. The method of conducting this research is causal-comparative and the statistical population includes 300 employees of startups who have participated in training courses on innovative strategies. The sample size was estimated to be 110 people using Cochran's formula using simple random sampling. Another 110 people were selected from employees who did not participate in innovative strategies training courses. A researcher-made questionnaire was used to collect data. Data analysis was done using descriptive statistics and parametric t test for independent groups by SPSS statistical software. The results show that there is a significant difference between the growth rate of the communication of the sample group and the growth rate of the control group. Also, there is a significant difference between the level of motivation of the sample group and the level of motivation of the control group. Therefore, it can be concluded that holding training courses on innovative strategies has increased the growth rate of communication and motivation of the employees participating in these courses. Therefore, it is suggested to continue training courses on innovative strategies.

The main purpose of this research was to identify the problems and inadequacies of the human resource planning system of the Social Security Organization; The current research is a mixed (quantitative and qualitative) research in terms of its practical purpose, and in terms of the method of data collection; Based on this, first the qualitative method of content analysis was used and then the Delphi technique was used in order to obtain the consensus of a group of experts. In this research, the participants were 24 people, consisting of managers of the social security organization specializing in human resources planning and university experts and experts in the field of human resources planning, who were selected using the purposeful snowball sampling method and sampling of desirable cases. In the qualitative part, the data collection tool was a semi-structured interview, and in the quantitative part, it was a questionnaire based on the qualitative part, which was implemented during two stages of a fuzzy Delphi survey. The research findings identified 15 items as the most important problems in the human resources planning system in the social security organization. Based on the level of importance and priority, the lack of a suitable model of human resources planning, the lack of supervision, control and feedback in human resources planning and the inefficiency of the evaluation and evaluation system of employees are considered to be the most important problems of the human resources planning system in the social security organization, which deserve more attention.

This research aimed to provide a model for evaluating human resources management in the automotive industry. This applied research was conducted with an exploratory and mixed nature (qualitative-quantitative) using the seven-step hybrid method of Sandelowski and Barroso (2007). Furthermore, to enrich the collected data, the opinions of experts in the automotive industry were used in the framework of focus groups. In the end, the importance and priority of each of the extracted dimensions, criteria, and concepts were determined using the multi-criteria decision-making approach and the hierarchical AHP method.The designed model included 3 main dimensions and 12 criteria coded as:Human resources leadership, The role of human resources manager, Strategic management of human resources and its design in the organization, Information, and knowledge system of human resources, Risk management in the field of human resources, Supply and adaptation, Development of human resources, Use of human resources, Maintenance of human resources and results, Results of human resources perception, Functional results of human resources, Organizational results are affected by the field of human resources. Furthermore, the reliability was calculated using the Kappa index. One of the advantages of this model is the emphasis on creating vertical and horizontal coordination and balance between human resources processes by examining and establishing the relationship between drivers, systems, and results simultaneously.

The purpose of the current study was interpretive structural modeling of the effective factors on the implementation of job rotation based on the organization, methods, and value chain of the National Gas Company of Iran. This research is applied in terms of purpose and in terms of research typology, it is among mixed research with the qualitative and quantitative approach in the deductive-inductive paradigm. Identifying the factors affecting the implementation of job rotation through semi-structured interviews based on theoretical saturation with 18 university professors and experts in the field of public administration and human resources management. The validity and reliability of the interviews were confirmed by the method of relative content validity and Cohen's kappa index, respectively. In the quantitative part, in order to model the implementation of job rotation, the opinions of 69 senior and middle managers of the National Gas Company were used with the available convenience sampling method. The validity and reliability of the questionnaire were confirmed using content validity and the test-post-test method. Coding of interviews using Maxqda software led to the identification of 13 main factors of job rotation implementation. Modeling of the identified factors with the interpretive structural method and MIC-MAC analysis led to the formation of six levels, focusing on core issues, organization size, strategic alignment, and value chain analysis were the most effective, and improving the strategic balance and succession planning were the most impressionable factors in the implementation of job rotation.

Today, industrial companies are very responsible for the environmental consequences, and attention to factors that destroy and pollute the environment is very important for manufacturing and industrial companies. The purpose of this research is to investigate the role of leadership humility on employees' green loyalty with the mediating role of moral push. This study has been conducted in terms of applied purpose, descriptive type and survey method. The statistical population in this study is 105 employees of Parmida company in Semnan city. In order to analyze the data, partial least squares method and Smart PLS-2 software were used. Convergent validity was used to measure validity, and Cronbach's alpha was used to measure reliability, and its coefficient is greater than 0.7 for all research constructs. The obtained results indicate that leadership humility has a positive and significant effect on employees' green loyalty. Also, the positive and significant effect of leadership humility on moral impulse was confirmed. Also, the moral flip has a positive and meaningful role on the green loyalty of employees. Finally, the results of this research showed that moral flip plays a mediating role between leadership humility and employees' green loyalty.

The current type of research is applied in terms of its purpose, the purpose of which is to plan the development of the performance management system of the education organization with scenario planning technique.

The current research is integrated in terms of the implementation method and has been carried out with the methods of future research, scenario writing and the approach of critical uncertainties, The method of data collection is library, interview and questionnaire, it is qualitative according to the process of scenario writing.

The findings show that the education performance management system faces five key uncertainties in the future, which, taking into account the logic of the scenarios, 4 scenarios with a very high probability of occurrence are envisioned in the future development of the education performance management system.

In order to plan the development of the performance management system, three types of actions can be imagined by the education organization. These actions can be imagined in the form of four strong scenarios resulting from this research based on the placement of qualitative content in three categories: favorable scenario, static scenario and critical scenario.

Innovation and originality: 

While identifying the possible and likely scenarios for the development of the education performance management system in the coming years, it determined the desired scenarios for the development of the system and with the image of different and alternative futures, increased intelligence and the possibility of high accuracy and has opened the way to deal with dangers,

The aim of this study was to identify, quantify and prioritize the dimensions and components of jihadi management through the exploratory mixed exploration model research method. Its statistical population in the qualitative section, Includes experts composed of professors, managers, commanders, senior officials of Army of the Islamic Republic of Iran, Tehran National Defense University and MalikAshtar, in the quantitative section of the faculty members, students, administrators and staff of Davos University, 350 people and in the ranking section, Qualitative experts and faculty members They were Davos. In the qualitative part of Purposeful sampling method, 20 people were selected, in the quantitative part by the relative stratified method based on the Cochran's formula, 183 people and in the prioritization section, 35 people were selected by purposive non-random method. Data in the qualitative part through Delphi technique, inthe quantitative part through structural equation modeling with 104-item questionnaire and in the prioritization part through hierarchical analysis, extracted and using SPSS, SmartPLS was analyzed. Validity and reliability were confirmed in qualitative and quantitative stages. Findings showed that the final model had 4 dimensions (leadership behavior, follower behavior, contextual and structural) and22 components, which were more important after leadership behavior and the central province component.

Today, automotive industries have turned to scientific achievements to apply organizational knowledge but facing shortcomings in the process, among which we can point out the lack of attention to the work experience and skills of experienced people. In the current changing and uncertain conditions, the Ministry of Industry, Mine, and Trade (MIMT) must expand its tangible and intangible resources and organizational knowledge so that it can respond to environmental changes. Therefore, they can achieve macro and long-term goals if they have a written strategic plan. The current research aims to present a strategy model for the implementation of the policies of MIMT in the automotive industry based on infrastructure factors and knowledge capabilities. The automobile industry has always been a factor of economic growth in the world economy and has taken a significant part of the added value of many advanced and emerging countries.

The population was automotive industry managers with expertise in knowledge management and executive managers. Using targeted snowball sampling, 20 people were considered as samples. Data was collected using a semi-structured interview tool. Based on empirical observation and library studies, the strategic model of policy implementation was identified. 72 criteria were divided into 24 categories and finally 6 core codes of the database model, and finally, a qualitative model was presented using the database model.

Results show that the automotive industry, as a mother industry with a medium level of technology, is considered one of the drivers of the country's industry, mining, and trade sector and is among the priority and selected industries in the production and trade sector in order to achieve the goals. It is included in the country's vision document. According to the executive policies determined in this industry, especially the policies of focusing on the quality and reducing the finished price of the products, along with the increase in production and also the improvement of the business environment for direct foreign investments and joint ventures with companies with world-renowned brands. It seems that the automotive industry of the country can present its products in the selection basket of buyers at the international level.

The automotive industry has a significant role in Iran's economy due to its wide connection with other industries, high production, and employment generation. Therefore, it is very essential to improve policy-making and strategizing in this industry. The characteristics of knowledge and learning bring a new strategy creation methodology. The automotive industry can identify the application of knowledge in the implementation of organizational policy as a factor of superiority in the competitive market.

The purpose of the current research is to identify the components of the sustainable development model in non-governmental organizations with the approach of the Iranian Islamic model of progress. In terms of the type of data, this research is a mixed type of research (qualitative-quantitative) in which thematic analysis was used in the qualitative phase and survey method was used in the quantitative phase. The statistical population of the research in the qualitative part includes experts and managers of non-governmental organizations cooperating with the relief committee. 30 of them were selected as samples. And in the quantitative part, the population of research statistics includes all managers of non-governmental organizations under the supervision of the aid committee, whose number is 258 and the sample size was determined to be 155 according to Cochran's formula. The method of collecting information is interview and questionnaire, the opinions of experts and Cronbach's alpha were used to check the validity and reliability. Results The dimensions and components of the sustainable development model in non-governmental organizations (NGOs) with the approach of the Iranian Islamic model include 6 dimensions: justice, respect It is transnational, infrastructure, culture, health, native-Islamic.

The purpose of this study is to design a local model of the effect of knowledge capital on human resource strategies in the Iranian higher education system. This exploratory research follows mixed method. Content analysis method is employed in the qualitative phase of the research covering 10 managers and deputies of human resource in the higher education system as well as university professors. In the quantitative phase, 3000 of the statistical population including deans, deputies, group managers, experts and faculty members of universities and educational institutes of the governmental and non-governmental higher education systems of Mazandaran province. 341 people were selected by simple random sampling method and data were acquired by a questionnaire. The validity of the questionnaire was approved by confirmatory factor analysis and its reliability was confirmed by Cronbach's alpha test. Qualitative data were analyzed by content analysis through maxqda software, and quantitative data were analyzed by structural equation modeling and confirmatory factor analysis using SPSS and AMOS software. The results of the qualitative section indicated that the knowledge capital model in the higher education system contained three dimensions and 14 components for describing the efficiency of knowledge management processes (knowledge application, knowledge transfer, knowledge integration, knowledge production), human resource strategies (recruitment, human resources development, employee performance, service compensation, working relations), and knowledge capital (human capital, structural capital, innovation capital, social capital, and procedural capital). The results of the quantitative phase resulted in the confirmation of all dimensions and components of the research formulation model.

Nowdays, organization efficiency concept, is considered as one of the most important issues in the modern organizations. It is considered as an important concept, due to the beneficial information provides to the organizations` managers that increase organizational efficiency in the organization. The present article was done with the aim to determin organizational resilience training status and human resource management efficiency at Tehran municipality in 2019. The method was survey descriptive. The statistical society was all employees in 22 districts of Tehran municipality in 2019; among them 133 employees were selected in random classified method through Cochran formula. The information was gathered through researcher`s made questionnaire. The obtained results of one sample t- test revealed the status of municipality managers`attention to structural, managerial, communicative, recognition, behavioral and emotional factors was in average level. Moreover, the results of Friedman ranking test also proved that all six factors and their dimensions alongside together can improve organizational resilience with the aim of organization`s efficiency. Hence, it is possible to improve Tehran municipality employees` organizational resilience, including managers and other staff, in emergency situatons by considering structural issues with an accurate management, employees` cognitive features through communication creation among them and also by considering their behavior and emotions in the work place.

The purpose of this study is to design a model for the development of Iran's tourism industry with a sustainable development approach. The statistical population in qualitative research includes experts and specialists in the tourism organization and in quantitative research, the staff of tourism organizations in Tehran and Mazandaran province. The sampling method is purposive in the qualitative study section and stratified in the quantitative random section. The method of data collection in this research is based on library studies, review of texts, relevant and field literature and data collection tools through interviews and questionnaires. Purposeful non-probabilistic sampling was used to select the interviewees, during which the experts tried to have practical experience in addition to theoretical knowledge. The validity of the measurement scale is based on "content-dependent" and "structure-dependent" and its reliability is evaluated based on Cronbach's alpha. In this study, Dalala test has been used to explain the structural relationships between the factors of development of Iran's tourism industry with the approach of sustainable development using the Demetel technique. The results show that according to the Dalala technique, the most important component is the competitiveness index from the experts' point of view. Also, based on the structural equation technique, it was found that all identified factors have a significant impact on the development of tourism industry.

Endorsement is one of the important methods in the advertising industry in which a famous person is used to introduce a product or brand. This research was conducted with the aim of developing a model for measuring the effectiveness of Endorsement in the television products of the Islamic Republic of Iran with a mixed method approach. Data was collected through in-depth interview method and questionnaire technique, and the statistical population in the qualitative part included national media experts and in the quantitative part, it included all the audience of TV programs in Golestan province, of which 400 people were randomly selected. Data was analysed by thematic analysis method in the qualitative part, and in the quantitative part, by the partial least squares technique. The results obtained from the three stages of coding in the qualitative part showed that the effectiveness of the Endorsement strategies can be checked using the indicators of attractiveness, reliability, expertise and congruence. Validation of the model using a survey study and the partial least squares technique indicates that the four factors identified in the qualitative section, i.e. attractiveness, congruence, expertise and reliability, have a positive and significant effect on the effectiveness of Endorsement.

Abstract
One of the most basic needs of employees in any organization is to ensure their physical and mental health in the workplace; in such a way that severe physical and psychological stress due to the nature, type or inappropriate state of work can lead to a condition in employees that is known as job burnout. The occurrence of this phenomenon can have negative consequences for individuals and even organizations; therefore, the present study was conducted with the aim of presenting a model of reducing job burnout in human resources in state organizations using a meta-synthesis approach. For this purpose, after searching in databases in the period of 2000 to 2020 and 1380 to 1400, finally 38 studies that were closely related to the subject under study were selected and by analyzing their content, the relevant dimensions and codes were extracted and the importance and priority of each it was determined using Shannon entropy method. Based on the research findings, the factors affecting the reducing job burnout in human resources in state organizations of the country were placed in three categories: "organizational factors", "occupational factors" and "individual factors". Also, among the identified codes, existence of field of education and continuous opportunities in the organization, existence of sincere atmosphere in the organization, independence and freedom of action in the job, existence of opportunities for promotion and career advancement at work, having a sense of effectiveness at work, satisfaction with pay, having emotional stability in different situations and managing yourself in the face of emotional reactions, gained the highest coefficient of importance.
 
 

Presently, researchers have come to the conclusion that human resources are key factor of the continuity, success and achievement of organizational goals; Therefore, their physical and mental health is very important; However, the evidence suggests that in today's organizations due to changes in the internal and external environment of the organization, such as changes in job content, individual and group communication, multiple work plans, etc., manpower is exposed to various physical and psychological pressures that over time these pressures lead to a phenomenon in the workforce called job burnout, which can have detrimental consequences for both employees and the organization, such as impaired work motivation, increased job dissatisfaction, Absence from work, leaving the job, reduced performance, poor productivity, etc. Given what has been said, our country's state organizations are no exception to this phenomenon and always see frequent absences of employees from work, consecutive delays, various psychological complaints, reduced energy to perform activities, conflict and conflict in the workplace and finally, leaving the services. Therefore, the purpose of this study is to provide a model for reduce the job burnout of human resources in state organizations in country to use this model to provide a good basis for minimizing the occurrence of this phenomenon and its adverse consequences in these organizations.
Theoretical framework
Job burnout is a type of mental and physical fatigue that results from high and long-term workload and stress, which includes three dimensions: emotional exhaustion, depersonalization, and a sense of diminished personal success, especially among employees in challenging situations and It is more common among employees who work with other people in challenging situations.

The present study is one of the qualitative researches in which the research data has been collected and analyzed using Meta synthesis method. The statistical population in this study includes all researches in domestic and foreign databases that are closely related to the keywords of the subject under study in this research. To search for published researches, the keywords were examined in the period of 2000 to 2020 and 1380 to 1400. Finally, out of 282 studies related to job burnout of human resources, 38 studies were selected as a statistical sample. Also, in order to evaluate the validity of experts and thinkers in the field of study, the Kappa index was used to assess the reliability.
Discussion and

Based on the analysis performed by content analysis method on 38 final researches selected, overall 3 categories, 18 concepts and 83 codes in this study, 3 categories, 18 concepts and 83 codes for the model of reducing job burnout of human resources in state organizations were discovered and labeled that among these are the codes of existence of field of education and continuous opportunities in the organization, existence of sincere atmosphere in the organization, independence and freedom of action in the job, existence of opportunities for promotion and career advancement at work, having a sense of effectiveness at work, satisfaction with pay, having emotional stability in different situations and managing yourself in the face of emotional reactions are the most important factors and have the highest rank in the whole.

According to the studies conducted in this field and also according to the extraction of 83 codes through the use of Meta synthesis method, it was found that the factors affecting the reduction of job burnout of human resources in state organizations are divided into three categories: organizational factors, occupational factors and individual factors. They believe that the use of these factors in government organizations can provide a good basis for reducing the incidence of occupational degeneration of human resources. Furthermore, the research findings showed that the eight components of organizational structure, leadership and management style, organizational justice, social capital, organizational culture, quality of work life, organizational climate and diversity management in the form of organizational factors; 4 components of job characteristics, job capability, job adaptation and job security in the form of job factors; Finally, 6 components of psychological capital, psychological capability, job satisfaction, organizational commitment, organizational commitment, personality traits and emotional intelligence in the form of individual factors, formed the basis of the model of reducing the job burnout of human resources in state organizations.

This study aims to design a model for developing Iran's tourism industry with a sustainable development approach. The statistical population in qualitative research includes experts and specialists in the tourism organization and quantitative analysis, the staff of tourism organizations in Tehran and Mazandaran province. The sampling method is targeted in the qualitative study section and stratified in the quantitative random section. The data collection method in this research is based on library studies, review of texts, relevant and field literature and data collection tools through interviews and questionnaires. Purposeful non-probabilistic sampling was used to select the interviewees, during which the experts tried to have practical experience in addition to theoretical knowledge. The validity of the measurement scale is based on "content-dependent" and "structure-dependent" and its reliability is evaluated based on Cronbach's alpha. In this study, the Dalal test has been used to explain the structural relationships between the development factors of Iran's tourism industry and the sustainable development approach using the Dematel technique. The results show that according to the Dalala technique, the most important component is the competitiveness index from the experts' point of view. Also, based on the structural equation technique, it was found that all identified factors have a significant impact on the development of the tourism industry.

The main purpose of this study is to design a change management model in automotive industry. Considering that the purpose of this research is a consecutive exploratory combination of modeling and instrument making, the model can be compiled based on the criteria obtained through the research. In the qualitative part, using a case study research method and semi-structured interviews with experts and professors, the model criteria were researched and in a small part, using a descriptive-survey method and using a researcher-made tool to measure its external effectiveness, the factors affecting change management in internal and external categories were identified. Using the confirmatory factor analysis technique, the components of change management in the grounded theory model were evaluated and ranked. Finally, based on the structural equation model, the model of the automotive industry change management foundation was evaluated and analyzed. Finally, change management strategies were identified in three components: selecting acceptable managers, using consultants and experts, and creating a sense of empathy and trust. The use of expert managers and appropriate leaders in this industry makes change management effective in this industry. Ultimately, these strategies result in increased survival under the components of greater brand acceptance and profitability.

One of the most important and influential aspects of the structure of developing societies, which together with other dimensions of society, including political, social and cultural, affects the process of growth and development, is the financial resources and budgets available to governments. Is. Therefore, the optimal management of financial resources and budgets is one of the basic presuppositions in the development and promotion of financial and operational performance of the envisaged programs, and the degree of success of governments in doing so through accurate evaluation methods. Financial and operational performance is possible. In this study, entitled "Ranking of factors affecting the evaluation of financial and operational performance of programs using the hierarchical process technique" to identify and rank these factors in the Ministry of Culture and Islamic Guidance and its results in the form of eight model factors Designed, presented. The statistical population is 187 and the sample size is 125 people. The results indicate that among the eight factors affecting the evaluation of financial and operational performance of programs, the policy-making and program factor with 9 components is the highest and the internal processes factor with 3 components is the lowest.