فهرست مطالب behzad farrokh seresht

The managers' communication skills are one of the most important factors of continued success in any organization, and for this purpose it is important and necessary to know the managers' personality characteristics to improve their communication skills. Therefore, the aim of this study was to designing a model of effective personality dimensions on the level of managers' communication skills.

This study in terms of purpose was applied and in terms of implementation method was descriptive from type of survey. The research population was managers and assistants of Iran's National Oil Products Distribution Company, which the sample size was determine based on the Krejcie and Morgan table 191 people, but 210 questionnaires were distributed among managers and assistants. The research tools were included the researcher-made questionnaire of managers' personality dimensions (35 questions) and the questionnaire of managers' communication skills (18 questions). Data were analyzed with exploratory factor analysis and structural equation modeling methods in SPSS and Amos software.

The findings showed that 10 questionnaires were excluded from the analysis due to incompleteness and the analysis was done for 200 people. The findings of the exploratory factor analysis showed that 9 questions were removed from the questionnaire of managers' personality dimensions due to low factor loading, and the final form had 26 questions in 6 components of honesty, extroversion, conscientiousness, flexibility, adaptability and responsibility and these six components could explain 80.37% of the total variance. Also, the factor loading of all six components was higher than 0.70, the average variance extracted of all was higher than 0.50, and the reliability of Cronbach's alpha and combination of all was higher than 0.70. In addition, the model of effective personality dimensions on the level of managers' communication skills had a good fit, and in the mentioned model, all six components of honesty, extroversion, conscientiousness, flexibility, adaptability and responsibility had a direct and significant effect on the managers' communication skills (P<0.001).

The results of this study indicated the impact of all six components of honesty, extroversion, conscientiousness, flexibility, adaptability and responsibility on the managers' communication skills. Therefore, in order to improve the managers' communication skills it is possible to provide the basis for increasing and promoting the managers' personality dimensions through the improvement of working conditions and training workshops.

The purpose of this research is to design a model of information technology commercialization in online businesses with an emphasis on the tourism industry. This research is mixed in terms of practical purpose, exploratory in nature, and in terms of data collection method. In the qualitative part of the research, 12 experts were selected in the fields of information technology and tourism. In this research, semi-structured interviews were used by non-random sampling method. The statistical population in the quantitative section was estimated to include 384 online businesses and companies providing tourism services. In the qualitative part, the theme analysis method was used to analyze the data collected. In the model test, research hypotheses were first prepared and then analyzed by structural equation modeling method and using Lisrel software. The results of the quantitative stage showed that the commercialization of information technology in online businesses was explained by 10 components including Economic factors, legal issues, Infrastructure, factors related to marketing, managerial factors, factors affecting business, political issues, cultural prerequisites, business environment, and technology management. The highest priority is related to the factor of legal issues, and political issues, structure, factors affecting business, cultural prerequisites, managerial factors, technology management, economic factors, factors related to marketing and business environment are in the next priorities respectively

"Organizational culture" is a shared and relatively stable pattern of basic values, beliefs, and convictions in an organization. Considering the importance of organizational ethical culture in the country, and especially in public and private organizations, also considering the role of culture as a guarantee of stability in this organization. This descriptive-analytical research aims at identifying and leveling the factors affecting the organizational ethical culture in the audit firm by applying The Pairwise comparisons ISM method was performed.For this purpose, by using the studies and research done in the past and also benefiting from the opinions of fifteen university professors and employees of the auditing organization, the factors affecting the organizational culture were investigated and after the final approval, 9 factors were selected. In the next steps, these factors are used in the research with the interpretive structural modeling technique and with the method of ISM pairwise comparisons and EXCEL software.Finally, among the investigated factors on "organizational ethical culture", five general levels were classified. The "Working pressure" was selected as the first level. At the second level, the parameters of "performance measurement system", "power structures", and "incentive and punishment systems" were confirmed. The third level also includes "management of educational programs" and "organizational norms". The fourth level is dedicated to "Employee Behaviors". Finally, the fifth level, the most influential parameter of "Organizational Ethical Culture", was declared to be trusted.

Effective team building helps to promote cooperation, communication and trust between team members and is critical to the success of any organization, especially in multinational organizations. Therefore, the current research was conducted with the aim of qualitatively designing and explaining of effective team building in active multinational organizations in Iran.

This study in terms of purpose was applied and in terms of implementation method was qualitative. The statistical population of this research included experts in the field of public administration and organizational behavior in the field of team building and had work experience in multinational organizations. According to the principle of theoretical saturation, the sample size was estimated to be 15 people, who were selected by targeted and snowball sampling methods. The tool of the current research was a semi-structured interview, which its validity was confirmed by the triangulation method and its reliability was calculated by the Cohen's kappa coefficient method 0.719. The data were analyzed by the coding method based on the grounded theory in MAXQDA 2020 software.

The findings of the current research showed that effective team building in active multinational organizations in Iran in the causal factors section there were 12 indicators in 3 concepts of learning capabilities, team knowledge and identification of effective teams, in the background factors section there were 11 indicators in 3 concepts of team thinking, effective competitive processes and competitive effectiveness in the organization team, in the intervening factors section there were 14 indicators in 3 concepts of technical structure of effective teams, environmental uncertainty and organizational risks, in the central factors section there were 15 indicators in 3 concepts of value chain in team building, capabilities of effective teams and team building intelligence and export, in the strategic factors section there were 12 indicators in 3 concepts of team value creation, development of team competition and team competitive agility and in the consequence factors section there were 11 indicators in 3 concepts of organizational team effectiveness, promotion of dynamic capabilities of effective teams and development of team competitiveness. According to the aforementioned findings, the pattern of effective team building in active multinational organizations in Iran was designed and drawn in the MAXQDA 2020 software.

According to the identified codes in the current research for effective team building in active multinational organizations in Iran according to the grounded theory, it is suggested to improve the situation of effective team building, especially in multinational organizations provide the basis for improving the identified indicators and concepts.

Effective team building is a combination of team performance in the form of output and the team's ability to grow and revive, and multinational organizations usually include companies or other enterprises that are formed in more than one country and are related to each other. are able to coordinate their activities in different ways. The main goal of the current research is to design the internal relationships between the causal and strategic dimensions of effective team building in multinational organizations active in Iran using Interpretive Structural Modeling (ISM).

In this research, by reviewing the research background and literature, as well as using the opinions of experts in the field of public administration and organizational behavior, six variables affecting effective team building in multinational organizations active in Iran were identified. Variables were classified using Interpretive Structural Modeling (ISM) which includes six steps and questionnaire tool. Then, using SPSS software and regression test, the effect percentage of the variables was determined.

The results of the research showed that the variable of identifying effective teams as the basis of the model affects all other variables.

at the next level are the variables of team knowledge and learning ability, which affect team value creation and the development of team competition, and the variables of team value creation and the development of team competition also have a positive and significant effect on competitive agility. To the managers of organizations It is suggested that by strengthening the innovative processes and encouraging the participation of employees in group work in order to exchange creative and enlightening works in organizations and as a result stimulate the innovative process in companies, it causes the creation of new knowledge and ideas, the sharing of innovative ideas and finally their application in the value process. Creating team building and empowering employees as a result.

Customs is the most central device for monitoring the flow of goods entering and leaving the customs territory of the country. The purpose of this study is to investigate the causal relationships of open components of the organizational structure of the country's customs with the DEMATEL technique. The method of the present research is field and library, which has been done qualitatively and quantitatively. The statistical population of the research is 32 experts in the qualitative section and in the quantitative section 1000 experts from all over the country. Sample titles were selected. Also, in the qualitative part of the metacombined method used for this purpose, in the period 1989 to 2019, among the many original articles, 18 suitable articles were identified in order to analyze the selected articles, constituent concepts, dimensions and influential components of the method. Content analysis and Delphi were used and in a small part the DEMATEL method was used. The research findings were presented in the form of 15 main categories and 48 sub-factors. Based on the results of DEMATEL technique, we came to the conclusion that the components of education, security, perceived ease of use, information technology, technological factors, structural conditions and legal factors are the most effective components and immediate clearance, transparency, management factors, organic structure, mechanical structure , Infrastructure and support, processes and methods and e-commerce are the most effective components.

Good corporate governance as a model of sustainable human resource development with actors from all three sectors of government, private and civil society, has a special place in many recent scientific theories about the concept of governance. Nevertheless, despite the importance and position of the concept of good corporate governance, the theoretical gap in this area is obvious. One reason for this is perhaps the complexity of dealing with it as an interdisciplinary category. To address this gap and with an interdisciplinary perspective, the present study uses the qualitative method of content analysis to explore the constituent elements of good corporate governance. The results of this study eventually led to the identification of eight main themes and twenty-three sub-themes: 1. Sovereign consciousness, 2. Organizational culture, 3. Disclosure of information, 4. Responsiveness, 5. A network of relationships, 6. Board size, 7. Justice and fairness and 8. Ownership structure.The key building blocks of corporate governance are well known. The results of this research provide the necessary theoretical foundations to address good corporate governance and its evaluation

In today's world, organizations have found a high positionin the cultural and social structure. As today's societiesbecome more and more complex, the role oforganizations in order to meet the expectations of peoplein the society becomes more sensitive and important.Creating a human relationship requires giving a messageand receiving it by people, and in order to create aneffective relationship, the messages must be transmittedin the best way. Communication skills are those skillsthrough which people can engage in interpersonal andprocess interaction. The purpose of writing this researchis to investigate the personality factors affecting thecommunication skills of managers with metacompositemethod. In this regard, based on the obtained results, thefactors of honesty, adaptability, responsibility,extroversion, flexibility, work conscience are known aspersonality factors affecting the communication skills ofmanagers.

One of the main reasons for the rapid development of technology in industrialized countries has been the attention to the commercialization process. Commercialization is a prerequisite for achieving competitive advantages and entering today's businesses in various fields of information technology. The purpose of this study is to present an IT commercialization model in online businesses. In order to conduct the research, the qualitative research approach and based on the data method of the foundation using semi-structured interviews with experts in the field of information technology commercialization have been used. The sample size included a total of 12 people by judgmental sampling method until theoretical saturation was achieved. Data encoding was performed using Max Kyoda software. Findings showed that commercialization of information technology in online businesses with 10 components including (economic factors, legal issues, structure, factors related to marketing, management factors, factors affecting business, political issues, cultural prerequisites , Business environment, technology management) were explained. It is suggested that in order to achieve successful commercialization in online tourism businesses, infrastructure indicators should be constantly monitored. Prioritize cultural support for the organization's commercialization activities, change and encourage consumer attitudes, and create a positive attitude toward information technology. Due to the lack of research in the field of commercialization of knowledge-based products, it is suggested to study the model of commercialization of knowledge-based products with emphasis on information technology.

The concept of organizational politics and the political behaviors of individuals have grabbed the attention of researchers for long, but due to various reasons, we have observed a special attention to the individuals’ political behaviors in organizations in recent years. Aside from the factors effective on the political perception and behavior, the managers’ mental model has a substantial role in the formation of their political behavior style in organizations. The ultimate goal of this study was the identification and provision of the mental model related to the political behavior model of managers using Q-methodology. The discourse atmosphere was formed based on the library research and semi-structured interviews with interviewees who had been chosen through snowball sampling method. Using Delphi method, 50 Q-statements were collected. Then, based on non-random purposive sampling, the Q-cards were distributed among the intended statistical population, who undertook Q-statement sorting in Q-categories through forced distribution method. After interpreting the Q-factors and statements, the model of the managers’ political behavior style was provided with two dimensions, namely belief in the political behavior and reaction to political behavior. Based on this model, five types of political behavior style of mangers were identified and interpreted.

As the world grapples with the growing corona-epidemic, the various effects of the epidemic on organizations are becoming more apparent. The purpose of this study is to design work engagement model in corona conditions in the banking sector. In the qualitative section, in-depth interviews were conducted with 15 managers and deputies in the public and private banking sector, and the interviews were analyzed with MAXQDA software. The findings of the qualitative section showed that 157 open codes and 6 pivotal codes were extracted for the work engagement components in corona conditions. In the quantitative part, the statistical sample was selected by cluster sampling method of 384 people. To determine the "validity and reliability", the validity of the structure, convergent, divergent and composite reliability were used, and then "to determine the internal relationships between these components" with the opinion of 10 experts by interpretive structural modeling and MATLAB software was examined. The proposed new work engagement model used structural equations with Amos software. Findings showed that in order to increase work engagement in coronas conditions, one should focus on perceptual engagement, and in order to strengthen it, managers should emphasize value, spiritual, and financial aspirations as the priority of their work. Also, two other components of this model (supportive engagement, mental / psychic engagement) act as mediators.

The purpose of this study was to identify the drivers of employees’ organizational happiness using Sandelowski and Barroso approach to meta-analysis. The statistical population of the study included all scientific-research articles and theses in the happiness domain. Through systematic literature review, 36 cases were selected and their validity was confirmed using Critical Appraisal Skills Program (CASP). The data was analyzed using content analysis in MAXQDA software (version 2018). The results led to designing the model for the happiness drivers of organizations’ employees, which included 46 indices, 10 components (related to profession, management and leadership, welfare, context, physiology, personality, doctrines, skills, communications, and organizational citizenship behaviors), and 3 dimensions (i.e.,  individual, organizational, and social). Based on the obtained results, the context, personality, and job meaningfulness components had the highest frequency (10.58, 6.73, and 3.85 percent, respectively). In order to measure the validity of the study, Cohen’s kappa index was used. The findings of this study might be used by managers to create happiness and improve the mental and physical healthfulness of the organizations’ employees in order to fulfill their social responsibility.

The aim of this study is to provide a model for the organizational happiness of knowledge workers in the private banking industry.

This research is essential; Descriptive and purpose-based, typologically applied in the category of qualitative research with inductive approach. The statistical population of the research is the experts of the banking industry and the research sample; It has been selected by purposive sampling from the mentioned community. Semi-structured interview tools were used to collect qualitative data and thematic analysis technique was used to analyze the interview data.

It included 92 opensource codes in the form of 20 concepts, 8 sub-themes and 3 main themes.

The results showed that in the dimension of individual happiness of themes (personal lifestyle, personal development), in the dimension of social vitality of themes (communication factors, environmental factors) and in the dimension of organizational happiness of themes (performance management, workplace improvement, skills Humanities, Management and Leadership Characteristics) The well-being of knowledgeable employees in the banking industry has been effective

Employees have a set of stable attitudes towards their work environment and employees' job commitment increases the social capital of the organization. Therefore, the present study was formed with the aim of investigating the factors affecting employees' job commitment and presenting a model in this field.

The present study is applied research that was conducted in a mixed (qualitative-quantitative) manner. In the qualitative part of the research, the foundation was formed by the data method. The statistical population included university professors in the field of human resource management and senior managers of government organizations, 12 of whom were selected using purposive snowball sampling as a sample. The interview tool was in-depth. Data were analyzed by triple coding method. In the quantitative part, the descriptive-correlation method was used. The statistical population included all senior and middle managers and postgraduate and doctoral staff of government organizations in Tehran. 240 people were selected as a statistical sample by random cluster sampling. The questionnaire was a closed Likert scale. Data were analyzed by structural equation method. Data were analyzed using SPSS and PLS software

The findings of the qualitative section showed 95 open codes that were organized into 27 secondary codes and 14 concepts and the conceptual model of the research was formed. The findings of the quantitative section indicated that the research model of the thesis has a good fit.

Based on the research model, it was found that causal conditions such as job satisfaction and underlying conditions such as organizational climate affect the level of salary and job commitment by intervening and strategies such as proper management and employee support undoubtedly lead to attitude management. Job and increase the level of professional ethics in employees.

The present study presents a model of ethical decision making of political managers in non-governmental organizations.

This research is a descriptive-survey research based on the purpose in the field of applied and developmental research, as well as on the nature and method. In this research, a mixed approach has been used. In the qualitative phase of the research, effective indicators in the ethical decision making of managers were extracted using the grounded theory technique. Also in the quantitative part of the research, using the ANP-DEMATEL technique, the internal relationships and prioritization of these indicators were investigated.

Based on the findings of this study, managers 'ethical decision-making indicators were placed in 6 dimensions of independence and neutrality, managers' expertise, process of responsibility, assertiveness, trustworthiness and forgiveness, as well as fair behavior. The results also showed that fair behavior has the most impact, effectiveness and also the most interaction with other dimensions. Also, prioritizing the main criteria based on the goal showed that the criterion of decisiveness was given the first priority.

It can be concluded that in order to make ethical decisions, the managers of non-governmental organizations need to strengthen characteristics such as independence and impartiality, managers' expertise, the process of responsibility, assertiveness, trustworthiness and forgiveness and fair behavior.

Behavior in organizations is simply not a function of formal expectations, individual needs and organizational goals. Rather, it is the result of the dynamic relationships of these elements. Research aims to study role of innovative behaviors and work engagement in the relationship between workplace spirituality on the unethical behavior in the banking sector.

The present study is applied in terms of purpose and in terms of method is a descriptive correlation. The statistical population includes all managers and employees of Ghavamin and Ansar banks in Mazandaran province. Statiscal sample of 183 people who were selected through Cochran formula and cluster sampling method. For this purpose, questionnaires were distributed among the statistical sample.to assess the validity, Confirmatory factor analysis test with Lisrel software and Cronbach's alpha with Spss were used. the results show the validity and reliability of the questionnaires.

The Results of Lisrel structural equations showed that workplace spirituality has a negative effect on the unethical behavior. workplace spirituality has an impact on work engagement as well as on innovative behavior. work engagement also does not influence unethical behavior. Innovative behavior affects unethical behaviors. Also, workplace spirituality, considering mediator role of work engagement and innovative behavior, has not effect on the unethical behavior.

To reduce unethical behaviors, we must strenghen workplace spirituality, also innovative behaviors and work engagement do not act as mediators in the relationship between workplace spirituality and unethical behaviors.

Given that the environmental complexities and increasing changes that exist in the business world have led experts to emphasize the impact of ethics on the long-term success of the organization, therefore this article presents a model of ethical decision making. Managers in NGOs. The purpose of this study is to identify the criteria of ethical decision-making of managers in non-governmental organizations in order to take an effective step in promoting the culture of ethics and strengthening ethics in decision-making processes in non-governmental organizations. In this research, the qualitative method of data-based theory has been used. Semi-structured interviews with experts and knowledgeable people in the field of research were also used to collect information. In this study, sampling was in the form of snowballs and this work continued until it reached saturation. During the data-based process, the indicators were identified from three stages of open coding, axial coding, and finally selective coding, and finally were presented in the form of a paradigm model of ethical decision-making of managers in non-governmental organizations.

Social networks, as a new platform for the formation of media at various scales (from small media to large media) provided the ground for the rapid dissemination of information and news, and this feature, along with its undeniable benefits, space for publishing. Opened unreliable content, news, and gossip. The aim of the present study is to deduce a model of effective and influential factors as well as dimensions of rumor management by a hybrid method of various meta-study methods. In the present study, the researcher uses the systematic and meta-combined review method to analyze the results and findings of previous researchers and performs the seven steps of the Sandlowski and Barroso method by identifying 3 factors for influential factors (factors Dolphin, creepy and fiery), three factors for factors affecting rumor management (dolphin, creepy and fiery factors) and three factors for the components of rumor management (black rumor, white rumor and gray rumor) categorize its conceptual model Is. In the category of factors affecting rumor management, four factors were discovered for dolphin factors affecting rumor, ten factors for creeping factors affecting rumor and eight factors for fiery factors affecting rumor. In the category of influential factors of rumor management, six factors were discovered for dolphin factors, ten factors for creeping factors and eleven factors for fire factors. Also, in the category of dimensions of Nir rumor management, eight factors were discovered for the black rumor, seventeen factors for the white rumor and twenty-nine factors for the gray rumor.

The ability to think critically is one of the skills that empowers managers to deal with new and unique issues in today's world and the age of information and communication. The purpose of this study is to identify the factors affecting the formation and promotion of managers' critical thinking. Which provided the ability to implement and operationalize in field studies.

This research is applied in terms of purpose and descriptive-correlational based on data collection. The statistical population of this study included all managers, numbering 174 people, of which 117 people were selected as a statistical sample based on Cochran's formula by simple random method. The data collection tool is a questionnaire of factors affecting the formation and promotion of researcher-made critical thinking with 49 items.

The research findings of the ks test showed that the test was parametric and Pearson correlation test showed that the effective factors in formation (communication and information, education and learning) and effective factors in promotion (media literacy, risk-taking and ambiguity tolerance). ) Has had a positive effect on the formation and promotion of managers' critical thinking.

Based on the research findings, it can be acknowledged that organizational managers are more successful by strengthening the effective factors in the formation and promotion of critical thinking in the organization.

"Critical thinking" is a concept with very complex functions that highlights the intellectual and social interaction between individuals and different areas in the office environments. The overall purpose of the present paper is to construct and validate the Critical Thinking Scale so as to be used and operationalized in field studies.

The present research was applied in terms of purpose and survey in terms of description. In this regard, critical thinking issues were investigated using content analysis of scientific texts, expert opinion and performance reports of managers, and the researcher-made critical thinking questionnaire was completed by experts in order to gain the required validity and reliability. The reliability coefficient of the test was calculated to be 0.838 using Cronbach's alpha test.

Factor analysis of critical thinking items showed that 98.896% of the desired variance was explained by the components of this questionnaire and after one Varimax rotation of factors, the correlation between each item with each component was determined in the optimal case. Based on this, fourteen components of awareness, presumption, communicative rationality, open-mindedness, questioning, critical evaluation, analysis, self-regulation, flexibility, constructive critique, reasoning, free thinking, judgment and inference were selected and extracted as components of critical thinking.

According to the research findings, it can be concluded that critical thinking is a multifaceted concept with various dimensions and components. Therefore, it cannot be studied with specified and limited dimensions and components.