hamidreza razavi

Blockchain technology has emerged as a revolutionary tool for enhancing transparency, efficiency, and security across various industries, particularly in supply chain management. This study investigates the dimensions, components, and key indicators integral to a blockchain-based supply chain. Drawing on an extensive literature review and empirical analysis, the research highlights the transformative potential of blockchain in fostering trust, reducing costs, and ensuring traceability. The study employs qualitative and quantitative methods to explore the adoption barriers, implementation strategies, and critical success factors. Findings underscore the pivotal role of smart contracts, decentralized data sharing, and interoperability standards. This paper discusses implications for practitioners and policymakers, outlining future research avenues to optimize blockchain deployment in supply chains.

Globalization of economic activities along with the rapid growth of technology as well as limited resources have placed companies in a tight competition. Among the competitive advantages for companies is to make activities such as the supply chain more efficient and effective. Since suppliers exert a fundamental influence on the success or failure of a company, it is known as a strategic task. Considering the importance of supplier selection, in this paper a reverse logistics network model is designed for supplier selection under uncertainty. The objective functions of the designed model include minimizing the total cost, the total number of defective parts, the timely delivery of all parts to the customer, and the hazardous environmental factors associated with suppliers. In order to be closer to reality, parameters such as demand, transportation cost, product production costs, and product purchase price are considered uncertainty, and robust-fuzzy approach is used to deal with uncertainty parameters in modeling. Finally, in order to avoid weighting in multi-objective model decision making, Monte Carlo simulation has been developed to determine the total number of Pareto solutions from the presented model. The results of the evaluation of the mathematical model with the robust-fuzzy approach show that as the penalty coefficients of the objective function increase, the cost of the total supply chain network increases, but its standard deviation decreases. This issue shows the high capability of the robust method in controlling the uncertainty model of the problem.

Background &

The advancement of technology has been the engine of the development of human society since the beginning of civilization. Over time, economists' concerns have evolved in parallel with the evolution of technology. So far, this evolution has been marked by four major leaps, known as industrial revolutions, triggered by major inventions. These inventions include the steam engine, then electricity, digitization, and the use of information technology, which led to significant advances in information and communication technologies at the end of the 20th century, along with the emergence and mass dissemination of the Internet, which led to the fourth industrial revolution. Today, business and labor markets are dynamic and unpredictable, and organizational technological changes happen quickly. The Internet of Things is one of the new changes and an important issue in these behavioral changes of employees with latest technologies and changes in processes. The current research was conducted to identify the dimensions and indicators of the adaptation model of employees' behavior in the fourth industrial revolution.

In this research, a combination of qualitative and quantitative methods has been used. The statistical population of the research in the qualitative part of this research is 15 people selected from these two expert groups and their opinions are used during the Delphi and AHP hierarchical analysis stages. These people include university professors (scientific experts) and senior managers. The assistants, middle managers, and senior experts of the parent company of Tavanir are (practical experts) who have the expertise (scientific experts) and sufficient experience (practical experts) in the field of the research subject, and their opinions have been used during the Delphi and AHP hierarchical analysis stages. People who have a master's degree or higher in the fields of human resource management or organizational behavior are included in this list. The tool of data collection was a semi-structured interview (Delphi method) and a quantitative researcher questionnaire, whose validity was checked and confirmed by experts and professors. The researcher-made questionnaire has a suitable reliability with Cronbach's alpha test. Confirmatory factor analysis was used to measure the validity of the factor. Also, after checking the validity of the questionnaire questions through confirmatory factor analysis, in order to check the effects between the research variables, the structural equation model was used using SMART PLS software

The results obtained are as follows: in the first stage, with a qualitative approach and a content analysis method with a category system (coding), 38 concept codes were obtained, and after categorizing the concept codes, 33 indicators were identified. These 33 indicators were formulated under 6 main components attitude towards behavior, mental norms, usage experience, cognitive processes, behavioral motivation, and Internet of Things. In the second step, a researcher-made questionnaire was prepared with a quantitative approach, and its validity and reliability were evaluated. The results of the exploratory and confirmatory factor analysis of the competencies of the mother company of Tavanir Specialty show that the behavioral compatibility of employees includes 33 indicators and 6 dimensions. The attitude to behavior dimension has 6 components; Then the mental norms also have 5 components; The use experience dimension also has 6 components; The dimension of cognitive processes also has 5 components; The dimension of behavioral motivation also has 6 components; In terms of Internet of Things, 5 components have been identified and determined. The results of data analysis show that most of the experts agree with the 6 dimensions of the behavioral adaptation model of employees including attitude towards behavior, mental norms, usage experience, behavioral motivation, cognitive processes, and Internet of Things, and believe that these 6 dimensions can fully and comprehensively represent The behavioral adaptation model of employees in the fourth industrial revolution with an emphasis on the Internet of Things. The results of exploratory factor analysis in order to investigate and identify the main factors and to discover and reveal special characteristics and relationships between them are presented below. These factors should be able to satisfactorily explain the observed correlations (or covariances) between the observed variables. One of the most common ways to determine the identification of appropriate factors is to use the matrix eigenvalue statistic, which indicates the amount of variance that is determined by a factor from the total variance in the set of primary variables. In other words, the specific value of each factor is the value of the variance of all questions explained by that factor. The higher this value is, the more variance the factor explains. Factors whose eigenvalue is 1 or more are the best factors. An eigenvalue less than one indicates that that factor only accounts for a small amount of the total variance, that is, less than what is estimated by a variable (questionnaire question). The purpose of factor analysis is to explain a large number of variables based on a main structure with fewer elements. For this reason, an eigenvalue less than one is often not taken into consideration and it seems that this factor is caused by error.

In general, according to the results of the study, it can be stated that the indicators of the compatibility model of the employees' behavior and the motivation dimension are of high importance. Considering that behavioral motivation was recognized as the most important dimension of the behavioral adaptation model of employees, to improve the behavioral adaptation of employees, it is suggested to identify the expectations of the employees from the changes made and to act in order to fulfill them or provide a logical justification for it. Facilitate work processes for employees to be more accepted. For the acceptance of technology and greater behavioral adaptation of employees with it, it is suggested to explain the capabilities of technology in the field of improving the conditions of performing duties for employees. The work environment should be equipped with technological services and health, and have standards such as proper light. These characteristics make a person solve new challenges and problems with mastery and an appropriate spirit when changes occur. Employees are always very concerned about their jobs and psychological security. In fact, no employee wants economic changes and disturbances to affect his work. In such a situation, the person will have job compatibility. Because he does not want to change his work. As an elite senior manager, you should be able to strengthen the psychological and job security of your employees and guarantee them a bright future. An experienced senior manager assigns job descriptions to employees according to their talents and motivations. In fact, achieving job compatibility depends on paying special attention to people's abilities, attitudes, and, of course, time planning. Certainly, comprehensive satisfaction with the job position makes the self-willed person adapt more to new situations and inevitable changes.

The purpose of this article is to determine the relationship between organizational culture (glass ceiling) and the level of innovation among young female teachers of the first secondary school in Noor. The research method was applied in terms of purpose and descriptive in terms of survey type. Its statistical population consisted of 430 female teachers, of which 203 were selected as a statistical sample by simple random sampling using Morgan's table. In order to collect data, the glass ceiling questionnaire of Vazeman and organizational innovation of Atlai and Akif was used. To analyze the data, Pearson's correlation coefficient, Kolmokov Smirnov test and regression were used with the help of SPSS software. The measurement tool has face validity and the value of Cronbach's alpha coefficient of organizational culture and innovation is 0.812 and 0.774, which is reliable.The findings of the research show that the average of organizational culture and innovation in the studied society is 2.75 and 3.11, which indicates the average state of innovation among teachers. Among the dimensions of organizational culture, the dimension of family support has the highest average (3.44) and the dimension of conflict between work and family has the lowest average (1.99). There is a positive and direct relationship between the level of organizational culture and innovation. The higher the level of organizational culture is the higher the level of innovation. The dimensions of leadership support and family support have a positive relationship, and the dimension of gender discrimination has a negative relationship with Beiran's innovation. Dimensions of conflict between work and family and relationships at work have no significant correlation with innovation. The regression analysis showed that the multiple correlation coefficient is equal to 0.474, which shows that the organizational culture dimensions explain and predict about 22.5% of the variance and innovation changes. Family support has the highest impact. The result is that in order to increase the level of innovation of female teachers in the society, it is necessary to pay attention to the level of organizational culture and its dimensions and improve its dimensions.

According to the learning approach, adaptation is a set of learned behaviors, and incompatibility occurs when a person has not learned the necessary skills to cope with daily life problems. At the same time, there is no perfect compatibility, but optimal compatibility probably occurs when there is a reasonable agreement between what a person thinks about himself and what others think about him. Therefore, it can be said that behavioral compatibility with new processes or new ways of doing work and tasks that result from using the Internet of Things in the organization is a fundamental issue in today's organizations (13). In other words, successfully dealing with new phenomena is called adaptation. Creating a logical connection between the new ways of doing things and tasks, which can be called processes modified by the Internet of Things, with the behavior of employees and how they deal with these processes is of great importance and is considered one of the important issues of the organization a problem caused by technological changes in the organization's environment (14). One of the companies providing services to people and citizens is the Electricity Distribution Company. In recent years, this company has been able to update many internal processes through the use of administrative automation, and subscribers do not need to visit in person to solve their problems or follow up on their requests. The use of the Internet of Things in the electricity distribution company is one of the new topics in the organization, which has improved the quality of providing services to subscribers both in terms of the speed of service delivery and the access of all people to services at any place and time (15). But the point that should be checked and evaluated is how the employees of this company deal with these changes. The behavioral adaptation of the employees of the electricity distribution company with the new way of providing services to the subscribers and also the changes made in the duties of the employees are among the issues that have arisen due to these changes. During the past few years, the managers of the Mazandaran and Golestan Regional Electric Company have made many changes within the company and also want to make extensive changes in the coming years, so it is important and necessary for the company managers to know that the employees are facing the changes that are going to be made. How will they react? The critical issue for company managers is to see these behavior patterns so that they can implement a system that fits these behavior patterns for employees to adapt to changes in their organization and deal with each behavior pattern accordingly. Therefore, if organizations want to survive, continue to live, improve, develop, and increase effectiveness, they must be sensitive to the different behaviors of employees and show appropriate reactions. Therefore, the current research seeks to answer the following central question: What is the pattern of adaptation of employees' behavior with an emphasis on the Internet of Things?

In this research, a combination of qualitative and quantitative methods has been done. The statistical population of the qualitative research includes organizational experts. These people included university professors (scientific experts) and senior managers, assistants, middle managers, and senior experts of the specialized mother company of Tavanir (practical experts) who had expertise (scientific experts) and sufficient experience (practical experts) in the field of research. Their opinions were used during Delphi and AHP hierarchical analysis. Criteria for selecting experts: People who have a master's degree or higher in the fields of human resource management or organizational behavior are included in this list. Also, have work experience in the management department of the electricity company (Tavanir specialized mother company) for 5 years or work experience for 10 years in the electricity company (Tavanir specialized mother company). Also, university professors in related fields as scientific experts are on this list. The time frame of data collection and implementation of the interview technique was carried out in the winter of 1400 and for one month. In the quantitative part of the questionnaire, the pairwise comparison of the dimensions and indicators of the model was provided to the statistical community, which included senior managers, assistant managers, middle managers, and senior experts in the field of human resources in the specialized mother company of Tavanir. To determine the sample in this section, the purposeful, non-probability sampling method was used until reaching theoretical saturation. The data collection tool was a semi-structured interview (Delphi questionnaire) and a researcher-made quantitative questionnaire. Data analysis was done using the Delphi technique, structural equation method with the help of SMART PLS software, and AHP hierarchical analysis method.

The results show that the proposed model of employee behavior adaptation consists of 5 main dimensions, including attitude toward behavior, subjective norms, usage experience, cognitive processes, and behavioral motivation. In the hierarchical analysis section, the results show that the dimension of behavioral inspiration with a weight of 1.563 ranks first, and the dimension of mental norms with a weight of 0.602 ranks next in terms of importance in adapting the behavior of employees in the fourth industrial revolution with an emphasis on the Internet. Objects are located.

In general, according to the results of the study, it can be said that the technology factor played an important role in the behavioral adaptation of the employees, therefore, the acceptance of technology and the behavioral adaptation of the employees with its, technological capabilities are needed in the field of improving the conditions of performing tasks for Describe the staff. The limitations of the research are those factors that create obstacles in the way of collecting information, analyzing, and obtaining desirable results. Limitations are inherent in any research. This research is not exempted from this principle and limitations include the problems of determining the index and converting qualitative categories into quantitative values such as attitude to behavior and the involvement of factors such as boredom, stress, lack of time and lack of sufficient knowledge of the respondents causing inaccuracy of people in Answering questions has had. Considering that behavioral motivation was recognized as the most important dimension of the behavioral adaptation model of the employees, it is suggested to improve the behavioral adaptation of the employees, to identify the expectations of the employees from the changes made, and to fulfill them or provide a logical justification for it. To accept the technology and adapt the behavior of the employees to it, it is suggested to explain the capabilities of the technology in the field of improving the working conditions for the employees.

Emphasis on the implementation of Iranian-Islamic cultural policies has made it impossible to compare and evaluate political cultural acceptability in society. The aim of this study was to identify the components of cultural development. This study is a qualitative research of grounded theory type and the research community consists of 10 experts in the field of cultural development. In the next step, the hierarchies were weighted and ranked using the AHP method. The questionnaire was prepared, distributed and collected. A small part of this research was conducted based on Krejcie and Morgan model in a community of cultural experts consisting of 298 center managers. Analysis of the interview findings showed that the basic components of cultural centers include religious, employment, national and indigenous, clothing, health, research, lifestyle, technology and communication. The results of the Hierarchical Survey (AHP) show that the religious and religious index is the first priority and the national and indigenous indices, coverage, lifestyle, health, research, technology and communication, the incompatibility rate is the second to eighth priority. Meanwhile, the average of each of the indicators shows that the indicators of coverage, religion, research, health, employment, technology, lifestyle and national and indigenous indicators had the highest averages, respectively, and these results indicate a gap. Between managers and decision makers of training centers and executives.

The quality of service in the aviation industry as one of the essential industries in today's fast-paced, modern world has become one of the key factors in maintaining customer service, increasing business and revenue. Therefore, evaluation and improvement of service quality in the aviation industry is very important. Quality Assessment Criteria can be used to evaluate and display the economic performance of service providers, establishing a relationship between the service provider's achievements and the problems they encounter, and improving service quality standards that ultimately lead to competitive advantage, profitability and loyalty. As well as the country's economic development. Therefore, this study aimed to identify and evaluate the influential criteria for evaluating the quality of air transport services using the fuzzy dimensional approach at Imam Khomeini Airport, attempts to identify important criteria in this regard by using relevant research literature and expert opinions in this field. At the end, suggestions were made for the organization.

The aim of this study was to identify the components of cultural development. This study is a qualitative research of grounded theory type and the research community consists of 10 experts in the field of cultural development. In the next step, the hierarchies were weighted and ranked using the AHP method. The questionnaire was prepared, distributed and collected. A small part of this research was conducted based on Krejcie and Morgan model in a community of cultural experts consisting of 298 center managers. Analysis of the interview findings showed that the basic components of cultural centers include religious, employment, national and indigenous, clothing, health, research, lifestyle, technology and communication. The results of the Hierarchical Survey (AHP) show that the religious and religious index is the first priority and the national and indigenous indices, coverage, lifestyle, health, research, technology and communication, the incompatibility rate is the second to eighth priority. Meanwhile, the average of each of the indicators shows that the indicators of coverage, religion, research, health, employment, technology, lifestyle and national and indigenous indicators had the highest averages, respectively, and these results indicate a gap. Between managers and decision makers of training centers and executives.

The purpose of this study was to investigate the effect of employee leadership on employee empowerment with the mediating role of trust (Case study of Fereydunkenar port).The present study was conducted using descriptive / survey and correlation methods.Research

The present study was conducted using descriptive / survey and correlation methods.The statistical population was all the employees of Fereydunkenar port, which numbered 230 people. Using the Krejcie and Morgan table,144 people were determined as the sample size and the sampling method was stratified random.The research data were collected by library and field methods and the instruments used were Dennis Standard Servant Leadership Questionnaire, Spritzer Standard Empowerment Questionnaire and Payne Standard Organizational Trust Questionnaire. Research data were collected by library and field methods and the tools used were the standard servant leadership questionnaire "Dennis", Standard Empowerment Questionnaire "Spritzer" And the standard organizational trust questionnaire was "Pine".The reliability of the questionnaires was calculated using Cronbach's alpha method for the servant leadership questionnaire 0.857, the empowerment questionnaire 0.734 and the organizational trust questionnaire 0.849 and the validity of the instrument was confirmed by the content validity method.

Data analysis was performed using structural equation modeling and LISREL software. The research results indicate a positive and significant relationship between servant leadership and employee empowerment and organizational trust plays a mediating role in the relationship between servant leadership and employee empowerment.

Trust mediates the relationship between servant leadership and employee empowerment.

The aim of this study is to investigate the relationship between information technology and the empowerment of education and training administration staffs in òEast Mazandaran. The research method is descriptive survey and the statistical population consisted of 440 staffs. Using Kredjcie-Morgan table, 205 individuals were selected as statistical sample. For data collection, Spreitzer (1995) questionnaire which contains 13 questions and a self-made questionnaire consisting of 65 items were used. Validity of questionnaires was confirmed by experts in the related fields and the reliability of information technology and empowerment questionnaires were calculated 0.784 and 0.916, respectively. To analyze the data, descriptive and inferential statistics were used. The results showed that there exists a significant relationship between information technology and the staff empowerment (p = 0.012). Also, the relationship between information technology and the staffs empowerment were tested and it was found that there is a positive and significant relationship between information technology and 4 dimensions of sense of competence (p = 0.035), sense of effectiveness (p = 0.034), sense of meaningful (p = 0.019), and sense of autonomy (p = 0.020).v

The goal of this article is to search relation between social protection and self-esteem of governmental universities students in Gorgan. They have done a descriptive way, according to 13100 statistical societies of governmental societies students by measuring volume method in Murgan and Keresi tables.
They choose 375 people as a symbolic volume that an accidently sampling was done because of diffusion in Gorgan universities questionnaires with Kupper Smith self-esteem and social protection.
Its final indexes was done by method of Alfa Kerunbakh that involves /89 self-esteem and /79 for social protection.
The final statistical data was used by descriptive data and its average or variance in designed tables.
So its inductive statistics was resulted of researching proposes in different regression, Anova and associated methods.
The result of mentioned article show that there are relations between social protection of family (coefficient of p=/608) friend protection (p=/537) and social protection of social networks (p=/425) and generally there is relation among social protection (p=/646) and self-esteem of students.
So we need relation between self-esteem, family protection, friends and social networks to improve self-esteem of universities students.

The purpose of the study was to determine the relationship between stress management and workforce productivity of Amol Industrial Park located in Mazandaran Province. The total population size in the research was 250 from top managers, middle managers and supervisors responsible in the before-mentioned Industrial Park and the sample size was determined through Morgan sample population volume table (n=150). For data collection, Background Information questionnaire, Stress Management and Workforce Productivity questionnaires were used. As for analyzing the data gained after collecting the questionnaires; Descriptive and inferential statistics were used. Pearson Correlation Test, One Sample T Test, Independent Samples Test and Regression Tests were used for hypothesis testing.The results from analyzing the Sub Hypotheses of the research demonstrated that there was a positive and significant correlation between respectful and responsible managers (P=0.005), Managing and communicating existing and future work (P=0.002), Managing the individual within the team (P=0.01), Reasoning/managing difficult situations, (P=0.004) and workforce productivity in this research. As for analyzing the Main Hypotheses of the research, the results demonstrated that there was a positive and significant correlation between stress management and workforce productivity in this research. The results also demonstrated that there was no significant difference between the opinions of male and female managers about the level of workforce productivity and stress management being put in practice in the before-mentioned Industrial Park. And finally the results indicate that the level of workforce productivity and stress management being put in practice in the beforementioned Industrial Park is not under the influence of any of Individual characteristics of managers (e.g. Age, Education Level, Job Title, Employment Background and Employment Status).