فهرست مطالب hasan zareimatin

The aim of this study is to employ quantitative electroencephalography (qEEG) to map the brain of cognitive empathy in neuroleadership. The research method is predicated on the interpretation of two distinct phases of the brain map of participants from the community of managers who have a minimum of 5-10 years of experience leading groups and a maximum of 20-30 years of experience. In order to evaluate the capabilities of neuroleadership, the samples were analyzed and interpreted using the 2018 version of the NeuroGuide software. The disparities between the two phases in the participants were also analyzed. In the initial phase, only the waves were recorded. The second phase, which involved cognitive exercises and a four-month interval, was dedicated to the investigation of the empathy component, particularly in the brain cortex. This phase was conducted using the scarf model, clinical interview, two-stage interpretation at the University of Tehran counseling center, and cognitive verification. In 2022-2023, it was conducted on 12 participants as a statistical sample. Positive empathy predicted an increase in the activation of the left dorsal (frontal pole) (P<0.05). The activity of participants has been observed to alter in order to perform a pleasurable task, consistent with their positive emotions and empathy (both positive and negative). With transform (FFT) signal processing and analysis have been used to calculate Discrete Fourier Transform (DFT) as well as its inverse fully known as Inverse Discrete Fourier Transform (IDFT). According to the interpretation of brain maps, the results of this study indicate a direct correlation between leadership, functions, and semantic processing in empathy.

Non-profit universities are in competitive conditions and environmental risks. For this reason, they should pay more attention to organizational resilience. Hence, in line with the importance of resilience of non-profit universities, the purpose of this research is to design a framework for resilient universities. This research is a mixed research using an exploratory approach based on thematic analysis methodology. The data collection method is semi-structured interviews with managers, as well 15 professors at non-profit universities using snowball and targeted sampling strategy. In the quantitative phase,statistical population was all the employees of several non-profit universities in Tehran, whose sample size was 200. Sample was selected using random cluster method. Data  was analyzed using SPSS and Smart PLS software. The findings of the research show that the network of themes developed in this research has 320 basic themes, 42 organizing themes and 8 inclusive themes. In this network of themes, the 8 comprehensive themes of non-profit resilient university include executive resilience, cultural resilience, financial resilience, leadership resilience, strategic resilience, educational resilience, staff resilience and research resilience. By identifying the main and sub-themes, the framework of resilient university has been designed, and finally the final model (the framework of resilient university) was approved.

The purpose of this research is to present a model of challenges and opportunities of love management in Iranian organizations. The research is developmental in terms of purpose and descriptive-exploratory in terms of type. The foundational data theory research strategy is based on Glaser's emergent approach. Participants in the research include managers, assistants and experts related to the subject of the research, which was conducted with 13 semi-structured interviews with the logic of theoretical saturation. The method of data analysis was open, selective and theoretical coding. The findings of the research state that the causal factors include: individual, organizational and extra-organizational factors; Aggravating factors including: deficiency in organization rules and regulations, modernity, media and internet, type of organization (public/private); Limiting factors including: strengthening religious values and beliefs, strengthening organizational supervision; Examples of romantic relationships include: verbal, behavioral, sexual relationships; Mechanisms of love management including: the attitude and treatment of managers, human resource management measures, personal privacy, training and counseling programs, ethical and adaptive behaviors, written ethical charter; Opportunities include: increasing job satisfaction, increasing organizational vitality, forming positive feelings, and challenges include: physical problems, emotional tensions, sexual tensions, unhealthy relationships with other colleagues, disruption of job function, formation of unethical relationships, weakening of social credibility and weakening of values.

The systematic evaluation of the organization's operations and the presentation of the results report and its improvement solutions are the basis for improving the sustainable productivity of the organization. One of the requirements for the effective implementation of this strategy is that performance auditors have the required competencies. The present study is aimed to introduce the competency model required by auditors for the implementation of performance audit. This applied research was done with a qualitative approach and meta-synthesize method. The information sources of the research included scientific articles and other research reports in domestic and international scientific databases regarding the subject of the research. These data have been analyzed in the meta-synthesize process and coded by thematic analysis method. Findings show that Auditors' competencies are classified into three main categories: cognitive and personal competencies (calculating characteristics, motivations, system thinking, strategic thinking, and critical thinking), knowledge-based competencies (general knowledge, audit knowledge, and performance evaluation knowledge) and skill-based competencies (communication skills, leadership, team building, management and technology-oriented competencies). Accordingly, developing these competencies in performance auditors can improve the success and effectiveness of the implementation of this program in executive organizations. The findings of this research can be used in developing human resources development programs for this purpose.

Despite massive investment in organizational restructuring, the failure rate of these projects is high. One of the reasons for the failure of these projects is the lack of attention to the existing knowledge gap. Therefore, the aim of this research is to identify knowledge gaps in organizational restructuring projects. The current research is applied in terms of purpose and has a qualitative approach. The research strategy is a case study. The participants in the research include Iranian oil refinery companies, which were semi-structured interviews with 12 people with the logic of theoretical saturation. The method of data analysis was theme analysis using Maxqda software. The results indicate that the knowledge gaps identified in organizational restructuring projects fall into 2 main categories: intra-organizational knowledge gap and extra-organizational knowledge gap. The intra-organizational knowledge gap includes 6 sub-categories: managerial knowledge gap, technical knowledge gap, personnel knowledge gap, intellectual knowledge gap, physical knowledge gap, organizational knowledge gap and extra-organizational knowledge gap including 3 sub-categories: strategic knowledge gap, legal knowledge gap and The knowledge gap is diplomacy.

Today, "anthropology" is a very frequent word with multiple meanings in the texts of social sciences and humanities, and by combining with other words, it creates diverse and wide-ranging expressions that sometimes share words with each other, overlap in meaning, or overlap. For example, what is equivalent to the term religious anthropology in Farsi, is usually a word common to two distinct concepts of religious anthropology and religious anthropology. In this article, first the reason for such conceptual interferences is revealed, then with the help of logical classification method, the types of "religious anthropology" are introduced and the place of each of them in the knowledge of anthropology is determined. Of course, for this purpose, it was first necessary to draw the various branches of the tree of anthropological knowledge in a logical concept.This research is developmental-applied and its method is descriptive-analytical. The data were collected using the library method and the qualitative content analysis method of categorization, analysis and finally classified in a logical model with methodological criteria. Based on the results of this research, religious anthropology can be achieved by all four philosophical, mystical, scientific and narrative methods and of course with different applications and scopes.

Organizational culture is one of the important components that guides and directs all organizational activities in order to achieve goals and missions, and if the organizational culture is based on the principles of human resource competence, it can play an important role in success. Play an organization. In order to provide a model of merit-based organizational culture, the researcher, while describing, explaining and modeling, seeks to identify the indicators and components that determine the role of merit-based organizational culture in the development of organizations. Therefore, in the present article, the researcher's goal is to use the data theory method of the foundation to present a conceptual model of merit-based organizational culture in knowledge-based companies, specifically in Mahab Ghods Company through interviews with experts of this company. The results of the research, after identifying 283 codes of interviews conducted by 23 experts of Mahab Ghods Company, were presented in the form of a data theory theory of the foundation. Including facilitators and executive contexts, pivotal phenomena including merit-oriented organizational culture, contexts including the use of information technology, application of new organizational and customer-centric methods, and specific strategies and consequences in order to apply organizational culture Is worthy.

Big data technology in human resources is one of the emerging technologies created by the growth of data and information volume. The use of big data has been used in other fields of management, including business and sales as well as industrial management, but it is not well known in the field of human resource management. The idea behind data-driven human resources is to help the human resources managers make smarter decisions regarding the organization and activities in the field of human resources and play the role of a strategic partner. Nevertheless, despite its importance and necessity in the field of human resources management, practical insight and its results have not been used that much. One of the most important reasons is the lack of a proper roadmap and methodology for designing and implementing its analysis. Thus, the purpose of this research is to provide a roadmap for designing and implementing analysis in the field of human resource management.

In line with this goal, this research has been done using a Meta-synthesis qualitative method. The data collection tool in the present study is past documents in this field, which generally includes 60 articles. The method of data analysis is based on open coding.

The results indicate that the roadmap for analysis in the field of human resource management includes three layers of infrastructure, processes and goals. Infrastructure layer includes technical and operational factors, human capital factors, managerial and leadership factors and organizational and structural factors; The process layer includes three main categories of support activities, core activities and evaluation and development activities; and the objective layer includes decision-making, creating value for human resource, improving organizational performance, maintaining and promoting human capital, and predicting job and behavioral attitudes.

The presented road map can be used as a practical guide and executive action for the managers and professionals in the field of organizational human resources so that they can identify the necessity of examining the massive amount of data in this field and discover practical insight, work methods, and executive actions from excellent results and use it prominently in all actions and activities in the field of human resources.

A nudge can cause favorable behavioral changes in line with organizational goals and even increase productivity, satisfaction with, and trust in healthcare organizations. Nurses must make sound and fast decisions to meet patient needs and perform the necessary interventions as they have limited time to stop and logically analyze what actions they must take. Besides, sometimes people make decisions that are not bad for them, but they need to receive help to make better choices. Hence, nudging strategies can help them to make more effective decisions. To this end, the present study aimed to identify the reasons for using nudges in healthcare organizations. Following interpretive philosophy and a qualitative approach, the present study sought to identify the reasons for using nudges. This study was conducted using a grounded theory approach based on Colaizzi’s seven-step data analysis method. The research population included nurses working in private and public hospitals in Kerman. The participants were 15 nurses who were selected through purposive sampling until the data were saturated. Data analysis showed people tend to use nudges for individual reasons such as minimizing mistakes at work, reducing stress, valuable changes, decreasing the risk of criticism, reducing the halo effect and stereotyping errors, preserving the personality, not losing freedom, cognitive limitations, increasing the probability of accepting the message, and maintaining relationships; managerial reasons such as flexible and gradual nature of nudges, risk management, extra-role behaviors, safety, the elimination of unnecessary formalities, ease of use, cost-effectiveness, and behavior management; and finally organizational reasons such as increasing productivity, creating a favorable climate, promoting a culture of criticism, win-win strategy, increasing trust in the organization, and risk management tools. The data in this study revealed that staff in healthcare organizations tend to use nudges for individual, managerial, and organizational reasons. An awareness of these reasons helps healthcare organizations to use nudging strategies in emergencies and in a limited period to change employees’ behavior in line with organizational goals and policies.

Expounding organizational integrity and its basic element in Iranian public organizations, this research aims to clarify the concept of organizational integrity through presenting a model. Considering the essence of the research, mixed research method is used. In this research, many theories and models in the field of organizational integrity have been examined. These models are expressed from the study of 217 researches and the selection of 63 articles and books.Effective factors on organizational integrity are determined using theoretical bases, interviews and questionnaires as well as required quality and quantity analyses and then the research findings are briefed through which the questions set out in the first chapter will be answered. Statistical computer program, Smart PLS3, is used to survey the questions and to process the research method and also to analyze data. And, structural equation modeling (SEM) is also used to survey and rate the pattern of organizational integrity in public organizations. In the end, findings show that organizational, cultural and managerial factors effect organizational integrity in the public sector.

Public service motivation is more of a technical term that is not known to researchers who are not familiar with public administration; Therefore, more care should be taken in conveying its concepts (Bozman and Su, 2015: 703). Perry and Wise (1996) considered public service motivation as a kind of individual tendency and desire to realize motives that are unique to public institutions and organizations. Based on this, public service motivation as an altruistic motivation has a positive effect on people's performance and is a type of individual behavior that ultimately leads to serving the society and its individuals (Anderson and Cerizlo, 2012: 20). Contrary to this point of view, Perry and Handqom (2008) believed that although in popular language, the motivation of public service is used as equivalent to altruism, but these two concepts are different from each other. Public service motivation is a specialized term that means nurturing people who do not participate in public administration, while altruism, from Baston and Shaw's (1991) point of view, is a motivational state whose ultimate goal is to increase people's well-being (Bozeman and Su, 2015: 706).

Retention of employees is a key and of course challenging issue due to the increasing competition on the recruitment and retention of skillful employees and the heavy costs of employee departure. Employee retention is one of the key parameters for measuring the power of an organization. The purpose of this study was to identify the sources of retention and to employ job embeddedness approach to understand key employee retention mechanisms in the organization.

The study used mixed meta-synthesis method. This exploratory method is used to create and extract a common framework of reference for the results of previous studies in a quantitative and qualitative format. In the study at hand, the seven-stage meta-synthesis method was used. This method involves seven stages, including setting the research question, making a systematic review of texts, searching and selecting proper quantitative and qualitative articles, extracting article information, analysis and synthesis of the quantitative research findings, conducting quality control, and presenting the findings.

The study at hand tried to identify the antecedents of human resource embeddedness. Thus, the factors related to the creation of embeddedness were found. The factors creating embeddedness involve various layers, which were identified as five components, namely personal factors, job factors/ job environment, supportive measures, leadership, and contextual factors.

The factors identified in this study are resources and instruments for the retention of employees and provide an image of the resources available to managers to employ in the entry plans and measures, selection and recruitment of human resources, and investment on the creation of various dimensions of human resource embeddedness model in various parts of the organization in order to retain and develop them.

Despite massive investments in the field of digital human resource management, the failure rate of these projects is high. One of the main reasons for the failure of these projects is the lack of a proper roadmap and methodology for digital human resources. Therefore, the purpose of this study is to provide a roadmap for digital transformation in the field of human resources.

The present study was conducted using a meta-combined method. The data collection tool in the present study is past documents in this field, which generally includes 31 articles. The data analysis method is based on three-step coding.

The results indicate that the roadmap for digital transformation in the field of human resources includes three layers of infrastructure, processes and goals. Infrastructure layer includes: new technical and technological factors, human and cultural factors, managerial factors and organizational factors; The process layer includes three main categories: support activities, core activities and evaluation and development activities, and the objective layer includes: digital staff, digital work environment, strategic integration, improving staff experience, improving time, cost and quality of human resource services.

Nudge management brings exciting and new opportunities to improve employee productivity through focus and organizational improvement. Among the benefits of nudge management is that employees do not have to make extensive changes to their work habits and need very little public funding, it is optional, and it is always possible to avoid it. The philosophy of this interpretive study is its qualitative approach, and its strategy is grounded theory based on the emerging approach. The population was the nurses of Kerman hospitals, 15 of whom were selected using a purposeful sampling method until reaching theoretical saturation. The research tool was a semi-structured interview. Data analysis was carried out in MAXQDA 2020 quality analysis software. Ultimately, the final model of the study was presented based on Glaser's six C's family approach. The relevant model refers to the causes, correlation factors, mediating factors, requirements and the results of the axial category of the study. Finally, by presenting the nudge management model, the study provided the necessary ground for understanding and recognizing this concept and its proper application in health organizations.

This study aimed to design a comprehensive model for intelligent organizational knowledge mapping with a hyper-hybrid approach based on meta-ethnography. In this article, various sources and theories about the knowledge map have been examined and analyzed using the meta-combined and meta-ethnography methods. Using the results of the work, a comprehensive model of knowledge map has been developed. Based on the qualitative approach in this research, the meta-hybrid method based on meta-ethnography has been used. The tool used has been articles related to  mapping knowledge for smart organizations. A total of 34 pieces of research were found with the keywords related to designing and developing the knowledge map in the title field. Finally, after 4 stages of refinement, out of 34 studies, 8 were excluded and 26 studies were selected for data analysis. In this article, by examining and analyzing various patterns of knowledge map development, finally, an 11-step model was developed. The proposed model of eleven basic steps, respectively, includes: determining the knowledge objectives of these centers by developing knowledge maps and identifying users of knowledge maps, identifying definitions and terminology of knowledge centers, identifying the basic processes of these centers, and drawing and analyzing its process maps, Knowledge extraction from the activities in the processes of smart organizations according to the process map, creating a profile for the extracted knowledge, creating knowledge connections and relationships and integrating these connections into an illustrated interface, and finally validating the developed knowledge map.

The purpose of this study is to formulate a model of the effectiveness of the championship sport according to the stakeholders. This study is a mixed Anatomical study conducted in two parts. The first part of the research consists of identifying and prioritizing the beneficiaries of the championship sport with the opinion of the sports experts (13 selected sports experts by purposeful method) which has been done in combination (qualitative and quantitative). The research method used in the second part is qualitative. For the second part of the interview, the statistical population of the study is the primary beneficiaries identified in the previous section, who were selected as snowballs for the interview (18 interviews with 16 persons and continued to theoretical saturation). The reliability of the coding was 74.4% using the process audit method. The results of the first part showed that there were 27 Beneficiaries of the championship sport and then the Beneficiaries were ranked and included in the interest-power matrix. Finally, each of the identified components was included in the Strauss and Corbin paradigm.

The public service motivation of rulers and agents is one of the most fundamental indicators of the maturity of political actors in the ascendency structure of Islamic societies. The following article aims to develop the concept of public service motivation (PSM) based on the Nahj al-Balaghah within the Islamic framework. After reviewing the literature and examining the content of Nahj al-Balaghah (sermons, letters, and wisdom), the primary theoretical framework has been carried out based on three levels of anthropology, behaviorism, and structuralism. Then a qualitative research method and a theme analysis strategy were used to extract textual data in the form of three axes of antecedents, dimensions and consequences, and the public service motivation based on Nahj al-Balaghah. The results of this research at the level of anthropology indicated the personality traits of political elements with the motivation of public service. It also indicated central component of high human motives in the form of five categories: believing  God, meekness, deep thought, commitment to the right, and core competencies. The behavioral level of the research also known as the central component of interactive motivations included three categories of strategic communication, behavioral justice, and kindness. The structural level also included the norms and policies governing institutions to increase the motivation of public service. This level consisted of the components of normative motivations and the five categories of transcendental social ethics; strategic dealings; the development of public justice and social welfare, structuring of desirable religious governance; and spiritual leadership in servicing the people.

Advancement in the field of having a specialized workforce and advanced technologies in advancing the mission and improving the level of combat capability and improving their performance requires the use of knowledge management and the existence of a system in which organizational knowledge can be easily created, acquired and stored. Use the flow of various activities of military organizations. Accordingly, the Army of the Islamic Republic of Iran, in order to advance its goals regarding knowledge management, needs a comprehensive, complete, practical and appropriate model in line with its strategic goals, which in this study intends to achieve this based on its vision and mission. Therefore, the present article seeks to explain the environmental factors affecting the development of knowledge management strategies of military organizations. This research is of applied type and in terms of nature and method of conducting it based on descriptive-survey method, it is consistent with the mixed data analysis approach. For this purpose, by reviewing the literature and background related to this field, to study the development of vision and knowledge management mission, development of internal and external environmental factors affecting the development of knowledge management strategy and their prioritization in military organizations through SWOT analysis. The TOPSIS matrix was developed using SPSS software.The results show that the current state of knowledge management in military organizations is aggressive, based on which knowledge management strategies in military organizations were developed and prioritized.

Abstract
Social innovation as a new paradigm in the field of innovation creates social value, promotes greater welfare and develops capacities and capabilities and solves social challenges and social organizations are one of the most effective actors in creating social innovation. The main purpose of this study is to present the model of creating social innovation and its antecedents and consequences in the Imam Khomeini Relief Foundation as an innovative social organization. The present research is developmental-applied in term of purpose and its strategy is classical grounded theory. In this research, by snowball sampling method, 16 semi-structured interviews with experienced and expert individuals in the plans and processes of Imam Khomeini Relief Foundation were conducted. Data analysis was performed in the form of open coding, selective coding and theoretical coding with about 150 primary codes in qualitative data analysis software, Atlas.ti 8. Finally, the model of creating social innovation in Imam Khomeini Relief Foundation was identified with three major categories such as environmental facilitators of social innovation, creation of social innovation and social development and with the focus on the category of social innovation creation.

The concept of social innovation is a new paradigm that has emerged in the field of innovation and although it has attracted the attention of many researchers, but its conceptualization has not yet reached maturity and theorizing continues in this field. Due to the importance of this concept in solving social problems and issues, valuable research (Mobini & Keshtkar, 2015, 2016; keshtkar, 2017, 2018; Keshtkar & Dehghan, 2018; Sadabadi, Pourezzat,  Ghaneeirad, Mokhtarzadeh, & Elyasi., 2016; Roohollahi,  Tabatabaeiyan, Manteghi, & Bamdad Sufi., 2018; keshtkar & Pourmazaheri, 2019; Chitsazian & Sadeghikia,  2019; Jandaghi, Zareimatin, Tahmasebi, & afrouznia., 2020; Sadabadi & Rahimi, 2020; Sadabadi, Aramipour, & Fartash., 2021)has been done in Iran, which requires more attention from interested researchers in this field. The Imam Khomeini Relief Foundation as a social organization that has carried out innovative and valuable activities in the field of deprivation relief and poverty alleviation, according to the definitions from Social innovation of Mulgan (2006: 146) and Phills, Deiglmeier and Miller (39: 2008) can be considered an innovative social organization. Therefore, in this research, on the one hand, using the innovative experiences of Imam Khomeini Relief foundation, a model is presented for creating social innovation and its antecedents and consequences in a social organization, and on the other hand, according to the research model, Suggestions provided for promoting social innovation in the Imam Khomeini Relief foundation.
Theoretical framework
Research on social innovation has grown over the past forty years, but studies of social innovation have not matured, and the understanding of social innovation is ambiguous and its conceptualization continues (Voorberg, Bekkers, Tummer, 2015, p. 1333; CajaibaSantana, 2014, p. 45; Pol & Ville, 2009, p.878).
In this study, social innovation refers to innovative activities and services that are motivated to respond to a social need and are disseminated through organizations whose primary goals are social (Mulgan, 2006, p. 146) or a new solution to a social problem that is more effective and efficient than existing solutions, and the value created belongs primarily to society as a whole, rather than to specific individuals. Social innovation can either emerge as a product, a production process, or a technology, and it can be a source, an idea, a rule of law, a social movement, or a social intervention, or a combination of these (Phills et al., 2008, p. 39 ).

The present study is developmental-applied in terms of purpose and research strategy is classic Grounded Theory (Glaser& Strauss, 1967). In this study, has been done 16 semi-structured interviews with experts on the Imam Khomeini Relief Foundation's plans and processes by the method of snowball sampling, along with related documents were reviewed. Data analysis was performed with more than 150 initial codes in "Atlas.ti 8" software.
 
Discussion and

The main category in the research model is the creation of social innovation that can be emerged with two factors: unmet needs and the presence of social innovators with special characteristics. Creating social innovation by social organizations such as the Imam Khomeini Relief Foundation in society can help improve the quality of life, increase social security, promote social justice and gain public trust and increase social capital, and ultimately lead to the promotion of social development. On the one hand, social development strengthens the environmental facilitators of social innovation, and on the other hand, the environmental facilitators of social innovation provide the grounds for the emergence of social innovation in society and social organizations. Because human needs never end and new needs and challenges constantly arise in the evolution of needs, and consequently, social development is also promoted and never reaches its end, the cycle of creating social innovation is a dynamic process and is always ongoing.

Social organization is one of the most important social actors for creating social innovation that can play an effective role in solving social challenges. In this research, the model of creating social innovation and its precedents and consequences were presented in the Imam Khomeini Relief Foundation as an innovative social organization and Based on the classic grounded theory, three major categories of research model were identified, which are the creation of social innovation, environmental facilitators of social innovation and social development.

Political systems that have exercised their sovereignty with a tool called the government have adopted an approach and strategy in managing the public affairs of their country that is based on a theory of rationality. The main issue of this research is to find the approach of Islam (verses of the Holy Quran and the narrations of the Infallibles) to rationality and its contributions to government management. This research is of qualitative type and its strategy is Thematic analysis, during which by referring to reliable sources and searching for the word intellect and its derivatives and synonyms, selected verses and narrations were analyzed using King and Horex model until the final network of themes was formed. Which consisted of three main dimensions for rationality, including the contexts, consequences, and areas of rationality (including the three areas of Thoughts, Attitudes and Insights - Tendencies, Motivations and ethos - Actions and Behaviors). In the field of thought, the themes concerning the necessary and minimum conditions of rationality were called "Distinction-oriented" and the themes concerning the ideal and ideal conditions of rationality were called "monotheism". Also in the field of attributes, the themes related to the necessary and minimum conditions were called "moderation- oriented " and the themes related to the ideal and ideal conditions of rationality were called "sublimationism". In the field of actions, the themes related to the necessary and minimum conditions were called "justice-oriented" and the themes related to the ideal and ideal conditions of rationality were called "altruism". Finally, by analyzing the resulting network of topics, the contribution of Islamic rationality grants for government management in the mentioned dimensions was presented

Every societychr('39')s transcendence and decadence can be traced back to its culture. Thus, the development of universities with the aim of commercializing research findings necessitates first and foremost an understanding of the components of academic research finding commercialization. By incorporating the literature, this study attempted to provide a comprehensive overview of the components of academic research finding commercialization at the University of Medical Sciences.

This applied research employed a meta-synthesis coding (thematic analysis). Meta-synthesis discovers new subjects and implications by providing researchers with a systematic approach through synthesizing different research. This, in turn, expands current knowledge and presents a comprehensive view of the subjects.

After analyzing and synthesizing previous researcherschr('39') findings, 15 concepts and 4 components were identified out of 99 codes in terms of academic research finding commercialization. The findings revealed that the most common codes in academic research finding commercialization were motivation and compensation, coordination and interaction with the industry, assistance provided by the university administration, and consulting services.

  According to the findings, one of the reasons that academic research findings are not commercialized is that policymakers and decision-makers do not place enough emphasis on commercialization. Hence, the present studychr('39')s findings can be used in the university policy-setting with the aim of expanding commercialization of academic research findings.

Digital transformation is a dramatic change in the performance of an organization or a country and the factor of survival and success of organizations in the digital age with a focus on transformational technologies. Digital transformation is not just a technological tool. Digital transformation is more than a technological tool; It is a human challenge. The most important obstacle to the success of digital transformation is organizational culture. Therefore, the purpose of this study is to provide a roadmap for streamlining the organizational culture required for digital transformation. In line with this goal, this research has been done using a Meta-synthesis qualitative method. The data collection tool in the present study is past documents in this field, which includes a total of 21 articles. The method of data analysis is based on open coding. The results indicate that the roadmap for implementing organizational culture for digital transformation includes three layers of infrastructure, cultural processes and goals. Infrastructure layer includes: infrastructure resource development, information resource development, human and managerial resource development and organizational structure; The process layer includes three main categories: digital space, organizational collaboration and development and valuation, and the objective layer includes: digital thinking, technology-driven, stakeholder, risk-taking and open innovation, digital agility, transparency and accountability. Finally, based on the research findings, the necessary suggestions are presented.

The purpose of this study was determined to explain the model of strategic organizational citizenship behavior based on its dark aspects. Therefore, it has been tried to help reduce the theoretical gap of organizational citizenship behavior by examining the dark aspects of OCB and, by identifying them at different levels, the conceptual model of the identified harmful effects aspects has been presented along with practical solutions for avoiding these dark sides. Finally, organizational citizenship behavior has been developed by introducing strategies based on the presented solutions.By doing so, a set of the existing body of knowledge was developed, which was considered a type of fundamental research of a qualitative type. Therefore, a hybrid model was applied as the general strategy of the research to develop the concept, and conceptual analysis approache along with expert interviews were exploited to extract concepts and to modify the model. The findings were presented three categories of prescriptive strategies by the side of the main OCB model to avoid the dark aspects that were formed the concept of Strategic Organizational Citizenship Behavior or OCB+S.

The ultimate goal of any pedagogy system is to create positive transformations in human and finding a desired identity for him/her in social and individual life. Undoubtedly, higher education system is not free from explicit and implicit transfer of certain norms and insights to learners. One of the goals of the higher education system is to educate learners who conduct scientific activities by using different thinking methods especially critical thinking. Thus, present study intends to examine the students’ critical thinking disposition and the relationship between dependent variable of students’ critical thinking disposition and independent variables of gender, age, educational field and educational grade. This goal was realized by using a survey and Ricketts standard questionnaire (2003). Respondents were students at Farabi Campus of University of Tehran. The basis of selecting the students was random sampling technique by which 346 subjects were selected and analyzed from students’ population (3550 students). Of the most important findings of the research, one can refer to the fact that students in research population tend to critical thinking. Additionally, research findings suggest that there is a significant relationship between gender, age and educational grade with students’ critical thinking disposition while no significant association was observed between educational field and students’ critical thinking disposition.

Today, with the arrival of the new generation of workforce in organizations, one of the most important concerns that any organization faces is low level of motivation and reduced employee participation in training courses. In order to solve this problem, one of the techniques to improve employee interaction with the training course is to use a new approach called gamification. In this way, learnerschr('39') motivation to participate in training courses and, consequently, the effectiveness of the training course will be increased. The present study aims to identify the challenges of gamification design in human resource training courses based on the experiences of gamification and game experts. In accordance with this goal, a qualitative research project of the inductive theme analysis type has been adopted. Data collected from face-to-face interviews were analyzed and coded according to Clark and Brownchr('39')s six-step procedure (2006). A total of 190 open codes were identified in the findings, in 23 sub-themes and 5 main themes behavioral dimensions of gamification design, organizational dimensions of gamification design, technical dimensions of gamification design, various aspects of gamification design, executive requirements of gamification design. Therefore, it is expected that by using this model, effective gamified training courses can be designed in the organization that will be useful in training the human resources of the millennial generation.