ebrahim haddadi

The aim of this study was to provide a model of Iranian intelligent Islamic leadership based on soft power in selected government organizations in Sistan and Baluchestan province. In this research, while moving within the boundaries of management science and leadership knowledge, relying on the rich Iranian Islamic culture, an indigenous, comprehensive and up-to-date model is presented. It is a sequential exploratory approach. The statistical population of this research in the qualitative section includes experts and in the quantitative section 200 managers of selected government organizations in Sistan and Baluchestan province. A small number of 132 managers of selected government organizations in Sistan and Baluchestan province were selected as the sample size. In the qualitative part of the research, the researcher first, by interviewing experts and existing documents, calculated the indicators of the Iranian-Islamic intelligent leadership model based on soft power in government organizations from the theme analysis method. The output of this step was to identify 102 indicators in the form of 17 main components and 28 micronutrients. Based on the opinions of experts and analyzes, the model of Islamic Iranian intelligent leadership based on soft statistical power and research questionnaire was designed for use in the quantitative part. The results of quantitative data analysis with smart PLS software showed that the causal factors and contexts of intelligent leadership do not affect soft power in government organizations, but the structural factors of intelligent leadership affect soft power in government organizations

The organizational theory has changed through a transmission from prior economies to knowledge-based economies which are currently considered as the most sustainable economies. Due to the basic role these companies in technological development and economic growth, it has become vitally important to maintain and develop them. The objective of the present study was therefore to scrutinize the components of development drivers at knowledge-based companies in the southeast of Iran using a phenomenological approach. Semi-structured and in-depth interviews were employed to collect the research data which were analyzed via Colaizzi's Phenomenological Method. The research population consisted of experts at universities and science parks, executive elites, and bureaucrats of the Iranian administrative system involved in policy-making from whom a purposive sample of 13 was selected and interviewed. The initial model of the development drivers of knowledge-based companies was thus extracted in two levels. Further, 41 subcomponents of the model were identified under 11 components. Then, the questionnaires were distributed among 107 managers of knowledge-based companies in southeast Iran during the quantitative phase of the research. The results of the confirmative factor analysis indicated that all components and subcomponents were verified

The basic role of knowledge-based companies as the engine of economic development of developing countries is very important in deprived areas which have special capacities. The purpose of this study is to provide a model for the development drivers of knowledge-based companies in deprived areas. The research method used in this research is exploratory mixed method. The statistical population in the qualitative part of this study is the relevant elites including academic elites and science and technology parks and executive elites and bureaucrats of the Iranian administrative system who were engaged in policy making; 13 people were interviewed due to the adequacy of the data. To analyze the interviews, Colaizzi's phenomenological analysis method was used and as a result, the initial model was extracted at two levels, & 41 subcomponents out of 11 components of organizational culture, marketing activities, business space, human resources, technical capability, technology, infrastructures, community culture, supportive policies, legal contexts and knowledge management were identified. In the quantitative section, data were collected from managers of 107 companies among 148 managers of knowledge-based companies in deprived areas by stratified random sampling and a questionnaire was provided to these managers to measure and fit the model. The results of confirmatory factor analysis showed that all components and subcomponents were confirmed.

The mining sector in many countries, including Iran, is one of the most important paths for achieving sustainable development. The significant correlation between the mining sector and other sectors of the national economy doubles the importance of this sector. Therefore, identifying and expanding the entrepreneurial opportunities in this field can, directly and indirectly, provide a very important path for employment, especially in the deprived regions, such as Sistan and Baluchestan province. Thus, this article tries to provide a model for identifying and developing entrepreneurial opportunities in the mining sector in Sistan and Baluchestan, using a compound approach. The presented methodis a combined exploratory approach that analyzes the interviews using data-based theory technique to examine this explanatory model. According to the data analysis, a process and multidimensional model has been presented for the first time at the level of mining businesses to explain the reasons and consequences of entrepreneurial development. According to the data analysis, 321 final codes were extracted through open coding, and then, using axial coding, they were classified into 151 concepts and 18 categories. Finally, in the selective coding stage, a process and multidimensional model is presented for the first time at the level of mining businesses. The findings indicate the proposed strategies in identifying entrepreneurial opportunities are: integration of knowledge and mining activities, privatization of the mining sector, and transformation of research and development. Also, the results of strategies in the development sector are: promoting mining, improving the efficiency of mining activities, competitiveness in attracting investors, and branding in the field of mining. and finally, some suggestions were proposed for experts in this field.

The compensation is a thing beyond the living needs of employees. compensation affects the characteristics of employees who are hired and stay in the organization, their competency and expertise, the probability of accepting a job by them, and the level of their motivation and performance. compensation is capable of determining the employees’ behavior and the organization’s productivity in all respects. accordingly, with a futuristic approach, the main purpose of the present research is to identify prioritize the components of compensation for employees and managers of the southeast islamic republic of Iran’s customs administration (IRICA).

THEORETICAL FRAMEWORK

The present research has conducted several interviews and analyzed them by the qualitative content analysis technique to determine the affecting factors of compensation for understudy employees and managers. In this regard, it attributed the codes to concepts and then categorized the concepts by adapting the thoughts in Memarzadeh Tehran et al., Nemati et al., Jazani, Towers Perrin, Doaei, Abili and Moafaghi, and Mirsepassi.

This research is an applied study in terms of purpose, and in regard to the procedure, it is a mixed-methods study with an exploratory-consecutive approach. in the qualitative phase, the sample size was 30 which was finalized based on the theoretical saturation rule, and participants were selected by a purposeful sampling method implemented using the snowball technique. since the population size was 1153, in the quantitative phase, 291 persons were selected based on krejcie and morgan’s table by conducting a proportional stratified sampling method. the validity of the qualitative study was assessed by the relative content analysis, and the holsti coefficient used to evaluate its reliability. the validity of the quantitative study was assessed by confirmatory factor analysis, and its reliability also evaluated using cronbach’s alpha and composite reliability coefficients. the qualitative research data were analyzed by content analysis, and for quantitative data analysis, structural equation modeling was used.

Research results revealed 72 factors affecting the staff compensation in the form of two main components (extra- and intra-organizational factors) and 10 sub-components (economic-environmental, social-cultural, direct financial, indirect financial, job non-financial, job environment non-financial, personal, and organizational factors along with organizational vision and upstream documents). No research was found as comprehensive as the current one in exploring the components of compensation in customs administration offices. However, the obtained results are consistent with that of Zafari in regard to direct and indirect financial factors and job environment; with Ozma et al. regards to job non-financial and job environment non-financial factors; with Patnaik and Suar regards to personal and environmental factors; with Memarzadeh Tehran et al. regards to organizational and social factors; with Jazani regards to direct financial, indirect financial, job non-financial, and job environment non-financial factors; with Seyed Javadin regards to direct and indirect factors; with Goh and Gupta regards to personal and organizational factors; with Mphil et al. regards to the direct and indirect compensation.

CONCLUSIONS & SUGGESTIONS

Research results reached a compensation model for customs administration comprised of two components, 10 categories, and 72 factors. it is suggested to both the customs and the government to simultaneously examine the appropriate policies in order to reduce the negative effects of monetary and financial sanctions on government revenues and subsequently on the public organizations’ budget. the customs managers are recommended to interact with clients and provide them with information on problems not necessarily caused by customs. they are also recommended to provide employees with proper feedback to motivate them and improve their performance. if possible, it is better for employees to perform all the stages of a job process on their own instead of doing only an insignificant part of it. Finally, it is suggested to design a mechanism in order to relate employees’ productivity reward with their share of customs revenues and serving the clients. the productivity reward should not be constant and or based on the supervisors' taste.

In recent years, competency has emerged as a major issue which plays a significant role in responding to challenges facing organizational management in a rapidly changing environment. In this regard, the competency-based approach puts emphasis on individuals and highlights the importance of human resources to achieve organizational goals. The Red Crescent Society of the Islamic Republic of Iran is a human-centered organization; that is to say, most of the services provided to the target communities rely on the capabilities of human resources. Therefore, the current study aimed to design a model for the development of key human resource competencies in the Red Crescent Society of the Islamic Republic of Iran.

This applied qualitative study was conducted based on an exploratory approach and used mixed-type data. Data collection was performed in two qualitative and quantitative phases. The first phase was conducted based on grounded theory, while a quantitative research method was used in the next phase. The statistical population of the study in the qualitative section included managers and human resource experts of the Red Crescent Society, as well as university professors and experts, who were selected using purposive sampling and were interviewed until saturation data (25 interviews). The statistical population of the quantitative section included 8,451 managers and employees of the Red Crescent Society of all provinces of Iran. The sample size was calculated at 361 cases using Krejcie and Morgan sample size determination table.

In the present study, among the seven principles of the Red Cross and Red Crescent Movement, the five principles of humanity, impartiality, neutrality, independence, and voluntary service were regarded as infrastructure requirements for the development of human resource competencies and were axially coded in causal conditions. Thereafter, the relationship between these principles and human resources competencies in the Red Crescent Society was determined using PLS software.

As evidenced by the obtained results, the employment of appropriate strategies for evaluating and developing key human resource competencies resulted in the following consequences: human resource efficiency, provision of desirable social services, community health improvement, enhancement of human values, reinforcement of trust and public participation, and improvement of the financial capacity of the Red Crescent Society. The results indicated that competency development among Red Crescent staff is positively and significantly correlated with the principles of humanity, neutrality, impartiality, and independence.

The purpose of the present study was to determine the relationship between organizational support, self-esteem and job satisfaction in Zabol University staff. The covariate method was used to determine 3 samples from the Zabul University staff, and 217 individuals were selected using simple random sampling method. Were. Data were collected from standard organizational support programs of Alan et al. (2008), Cooper Smith Self-esteem (1990) and Minnesota Job Satisfaction (2009), which assess the relevance of job placement and validity. Also by using the combined Mr Cronbach's equation 0.96, 0.77 and 0.95 were calculated respectively. For both data, SpSS23 and SmartPLS3 statistical software was developed. There was a significant relationship (P <0.05) between organizational support and employees 'self-esteem and job satisfaction, and job characteristics and organizational activity had a positive and significant relationship and job stress had a negative and significant relationship with employees' self-esteem. And it's their job satisfaction. 

The Red Crescent Society of the Islamic Republic of Iran is a human-centered organization. Therefore, the competencies of its employees must be improved to make it possible for them to have their best performances. In this regard, the present study aimed to investigate and identify the factors that affect the development of key human resource competencies in the Iranian Red Crescent Society and design an appropriate model for its evaluation.

The present applied qualitative research used an exploratory approach. The statistical population of this study consisted of managers and experts in the field of human resources of the Red Crescent Society who were selected using the snowball sampling method. Moreover, the required data were collected through semi-structured in-depth interviews and we reached saturation after 26 interviews. The collected data were analyzed using the Straussian version of grounded theory. Finally, the collected data were analyzed in the MAXQDA software (version 10). In total, 72 concepts, 568 sub-concepts, and 19 categories were identified in this research.

Five out of the seven fundamental principles of the Red Crescent Society and the International Committee of the Red Cross, including the principle of humanity, voluntary service, neutrality, impartiality, and independence are among the foundational factors and necessities of the development of human resources competencies and were axially coded in causal conditions. Improvement and development of individual, organizational, social, and professional competencies were the four main categories of this research that were selected as the main strategies for the development of human resource competencies.

According to the results of data analysis, employing appropriate strategies for the evaluation and development of key human resources competencies can have beneficial consequences. More specifically, these categories include human resource efficiency, provision of desirable social services, enhancement of the community health, improvement of human values, increase of public trust and participation, and improvement of the financial position of the organization.

This study aimed to present a model of smart leadership based on soft power in selected government organizations in Sistan and Baluchestan province. The research method has been a combination of multidimensional data design. The statistical population of this research in the qualitative section includes experts (senior experts of government departments of Zahedan city and university professors) and in the quantitative section of 200 managers of selected government organizations in Sistan and Baluchestan province, which uses 30 targeted sampling methods. 132 managers of selected government organizations in Sistan and Baluchestan province were selected as the sample size. In the qualitative section of the research, the researcher first interviewed the experts and available documents to calculate the indicators of the soft leadership model based on soft power in government organizations through the method of thematic analysis. The output of this stage was the identification of 114 indicators in the form of 19 main dimensions and 32 sub-main dimensions. In the second step, to establish communication and sequence between the obtained dimensions and present the structural model, the method of interpretive structural modeling (ISM) was used. Based on the opinions of experts and analyzes, the smart leadership model based on soft power was calculated. The results showed that causal factors of soft leadership based on soft power in government organizations do not affect organizational strategy, but the underlying and structural factors of soft leadership based on soft power in government organizations affect strategy.

The aim of the current study was to explain the impact of organizational citizenship behavior on organizational agility Customs staff of Zahedan city, the present study in terms of purpose is functional and in terms of collection method of data is descriptive survey based on correlation method. The statistical societies of this study are all employees of Zahedan customs surveillance area in 1395 that the number of them is 200 people. 131 people were selected as sample to determine the sample size using Morgan table, sampling method is simple random method. Padsakf Citizenship Behavior Questionnaire (2000) and organizational agility questionnaire of Sharif and Zhang (2008) was used to collect data to test hypotheses.
Findings: Results of step by step regression shows that, work ethic, courtesy and chivalry as the component of organizational citizenship can significantly predict organizational agility. Work ethic explains higher prediction for organizational agility. After that Courtesy and chivalry had the higher prediction respectively. improving organizational citizenship through work ethic of organization’s personnel can strengthen the organizations goal and agility. At the second level courtesy and chivalry can be considered on the part of managers for achieving more agility in organizations.

Ethical behavior, along with nursing responsibility, plays an effective role in improving and restoring the health of patients. The purpose of this study was to investigate the effect of professionalism on social responsibility of nurses of Ali ibn Abi Talib hospital in Zahedan.
This research is functional in terms of purpose and, from the viewpoint of implementation, is descriptive-survey. The statistical population consisted of all nurses of Ali ibn Abi Talib hospital in Zahedan, 685 people. The sample size, based on Cochran formula, consists of 312 employed nurses who were selected by simple random sampling method. Two standard questionnaires namely Nursing Professional Ethics and Social Responsibility were used for data collection. For data analysis, SPSS 22 software was used at descriptive statistics and inferential statistics.
The results showed that multi-correlation coefficient between professional ethics and social responsibility variables of nurses of Ali ibn Abi Talib hospital in Zahedan city was R = 0.293. The coefficient of determination is R2 = 0.086. According to the results, the components of respect for human life (0.158), refraining from doing any harm to patients (0.076) and honesty (0.052) have the greatest impact on social responsibility of nurses.
Based on the results, the components of secrecy, authority, beneficence and justice in this study have not influenced social responsibility of nurses. Considering the fact that compliance with professional ethics components among nurses helps them to fulfill the assigned duties, therefore, it is necessary to investigate and identify appropriate strategies to improve the status of professional ethics in nurses.

The human being always prone environment of the threat and the need to make the right decision is in these circumstances that require the application of knowledge is irrefutable. Given that today's passive defense has played an important role in reducing the vulnerability of KM initiatives aim of this study examined the effects of passive defense in Sistan and Baluchistan Red Crescent society organizations as one of the most influential organizations in this field. In this causal approach and applied research, data gathered using questionnaire. The validity and reliability was confirmed due to the experts’ opinions and Cronbach's alpha coefficient (0/8). However, about 310 out of 1600 relief workers were selected by using random sampling and it is used Kolmogorov-Smirnov (K-S) test, Pearson correlation, Structural Equation Modeling, SPSS-19 and AMOS. According to the desirability of significant levels and confirmation of research hypothesis, knowledge management has a significant impact on passive defense in Red Crescent society of Sistan & Baluchistan (0/843). The components of KM coefficient are as follows: knowledge creation (0/749), absorbing knowledge (0/809), organizing knowledge (0/808), storage knowledge (0/804), diffusion of knowledge (0/918) and knowledge application (0/717) have a significant impact on passive defense. However, with the increase or decrease in knowledge management and its components, passive defense is affected by the mentioned factors. The results showed that knowledge management and its components have a significant impact on passive defense so that strengthening each of the mentioned factors can improve implementation of passive defense. Therefore, managers should always try to consider KM (which is now an integral part of their duties at all levels); and provide opportunities for all KM initiatives to execute in the organization. Since, passive defense has grown dramatically all over the world; there is a greater need for KM with the passing of time; however, a scientific approach improves the passive defense.