hassan darvish

Deviance is a dominant problem in many organizations. The presence of deviance and violation of laws in organizations, especially by managers who are the leaders of the organization, is considered a serious threat to the society and causes loss of public trust in the government and leaves harmful effects. Therefore, in this research, the explanation model of management of managers' financial deviance in the organization is discussed.

This research is based on mixed method. In the qualitative part, the strategy of grounded theory was used, and in the quantitative part, the survey strategy was used. Research data in the qualitative part were collected through semi-structured interviews with twenty experts, managers, academic experts and public organizations. These data were analyzed through the coding process in three stages of open, central and selective coding. In the quantitative part, research data were collected by means of a 187-item researcher-made questionnaire and cluster sampling method among 5 public organizations. These data were analyzed through path analysis and structural equation modeling.

The analysis of the research data showed that individual factors (such as knowledge, awareness, orientation, motivation, personality) and organizational factors (such as goals, structure, culture and atmosphere of the organization and information technology) and extra-organizational factors (such as social, cultural, political factors, economic) as causal conditions affect the meaningfulness of managers' financial deviance and their tendency to deviance, and the emergence of positive and negative consequences is due to the selection of constructive or destructive strategies that managers adopt in opposition to these factors. In addition, contextual factors (such as human resource management system) and intervening conditions (such as preparation, executive factors and monitoring and evaluation) affect the relationships in the research model and have an impact on the implementation of research strategies. Also, quantitative data analysis indicated the fit and approval of the research model.

Any model for managing the financial deviance of managers in public organizations requires appropriate dimensions, components and indicators that have been identified in the final model of this research. The application of this model, its factors and strategies will lead to reducing and controlling the financial misbehavior of managers.

 Resilience is a concept that has attracted a lot of attention in recent years; at the same time that various risks were formed in the countries, such as natural disasters, economic crises, and recently, the Covid-19 epidemic. The purpose of this study is to designing a human resources resilience model in the conditions of the Covid-19 crisis in the National Iranian South Oil Company

 In this fundamental-applied research in terms of purpose and descriptive-survey in terms of method, first with review of the human resource resilience literature before and after Corona, effective individual, organizational and environmental factors and human resources resilience dimensions were extracted using Meta-synthesis method (seven step-by-step methods of Sandloski and Baruso). After doing interviews with experts (20 people who are familiar with the issue of resilience of human resources and the environment of the researched company), the results of previous stage, adjusted and conceptual model were presented, then, using a researcher-made questionnaire, the extracted model was tested in the research population. The reliability of the questionnaire was confirmed using Cronbach's alpha and its content validity based on experts' opinions. The statistical population included 10,000 employees of the company, according to Morgan's table; the sample size was determined 373 people using simple random sampling method.

 Based on the opinion of experts, 17 dimensions for individual, organizational, and environmental effective factors and seven dimensions for the human resources resilience in the research sample were extracted, which became the basis of the conceptual model. Using the fit indices, the structural and general measurement models were confirmed. In addition, the hypotheses were reported to be positive and significant using path analysis.

 According to experts’ opinion, the present model obtained in this research can be introduced as a suitable model for the employees of the researched population to take advantage of the threat of Covid-19 as an opportunity.

The purpose of this study was to design an open innovation model for human resource management in the petrochemical industry.

The population consisted of 17 university professors specialized in human resources and experts and senior managers of the petrochemical industry, selected through purposive sampling. The main tool used in this study was semi-structured interviews, and open, axial, and selective coding methods were used for data analysis with the assistance of MAXQDA 2020 statistical software.

The results of open coding revealed that a total of 215 open codes were identified, forming 83 categories.

Ultimately, the final examination of these categories determined that the most important factors affecting open innovation include human resource management, organizational leadership, knowledge management, organizational infrastructure, collaboration with universities and research institutions, and external participation. Furthermore, organizational structure, information technology capabilities, and social media were identified as intervening factors, while organizational relationships, organizational culture, and managers' emotional intelligence were recognized as contextual factors in the implementation of open innovation. Among the strategies for improving the open innovation paradigm are organizational learning, idea evaluation structures, micro and macro investments, business intelligence, organizational entrepreneurship, and growth centers, leading to organizational readiness, improved absorptive capacity, cultural infrastructure enhancement, knowledge resource updating, intellectual property, outsourcing approach, organizational performance improvement, and market change adaptability.

The extant research aims to design a work-life balancing model for National Iranian Gas Company employees. The present paper is mixed research (qualitative and quantitative). This qualitative study has used the strategy of the thematic analysis method. The quantitative part of the study employed structural analysis. According to the results of the interviews with 7 experts, 124 factors affected the work-life balance of the National Iranian Gas Company employees. The most important factors affecting the work-life balance of Iranian National Gas Company employees were extracted using the Delphi method. The results indicated trust in the organization and employees’ loyalty to the organization as the most important components affecting the work-life balance of employees working for the National Iranian Gas Company. Moreover, the results confirmed the effect of government structure, e-government and smartening, human capital management, management technologies, organizational culture development, monitoring, evaluating, and protecting rights and people, and administrative soundness on the employees’ work-life balance.

The present study was conducted with the aim of designing a model for the efficiency of subsidies based on good governance and tried to identify the characteristics and elements of a "good subsidy" - a subsidy that is a crystallization of good governance indicators - and explain how they relate to good governance indicators. In this regard, while adopting a sequential exploratory mixed method, firstly, in the qualitative section, using thematic analysis method, theoretical literature as well as opinions of experts related to the subject, which were collected through interviews, were examined and analyzed, and the elements subsidy efficiency or the components of a good subsidy under 9 headings (expert and appropriate policy and program, full targeting of the target community and proper distribution of subsidies among them, transparency and traceability, not creating negative consequences or grounds for corruption, specific time frame, reasonable amount of resources subsidies and their optimal allocation, empowering the beneficiaries and solving the root cause of the issues, managing beliefs and expectations and attracting the participation and cooperation of stakeholders, evaluation and continuous improvement) were identified and while determining how they are related to good governance indicators, the initial research model was drawn. In the quantitative part, to measure the validity of the results of the qualitative part, the initial model in the form of a researcher-made questionnaire was provided to a wider group of experts. At this stage, the average index was used to analyze the experts' opinions, and all the assumed relationships in the initial model were approved by the experts obtaining a score higher than the average of 3. Moreover, the significance of the results was verified using the Chi-square test, and the degree of importance of relationships to each other was confirmed through Friedman's ranking test and the final model of the research was designed.

The extant research aims to design a work-life balancing model for National Iranian Gas Company employees. The present paper is mixed research (qualitative and quantitative). This qualitative study has used the strategy of the thematic analysis method. The quantitative part of the study employed structural analysis. According to the results of the interviews with 7 experts, 124 factors affected the work-life balance of the National Iranian Gas Company employees. The most important factors affecting the work-life balance of Iranian National Gas Company employees were extracted using the Delphi method. The results indicated trust in the organization and employees’ loyalty to the organization as the most important components affecting the work-life balance of employees working for the National Iranian Gas Company. Moreover, the results confirmed the effect of government structure, e-government and smartening, human capital management, management technologies, organizational culture development, monitoring, evaluating, and protecting rights and people, and administrative soundness on the employees’ work-life balance.

People's work and personal life are not two separate categories, but a concept and should be considered together; because considering them separately causes us to have an incomplete understanding of both. Accordingly, the purpose of this study is to design a model for work-life balance of employees of the National Iranian Gas Company. The present research is applied in terms of orientation, descriptive in terms of purpose and survey in terms of strategy. In this study, using Delphi technique, the opinions of 15 experts on the factors affecting the balance of family work were identified based on the roadmap programs for reforming the administrative system of the country and 33 indicators. The sample size was 219 official employees and 61 contract employees of the official and contract employees of the National Iranian Gas Company (main company). Using confirmatory factor analysis, the mentioned dimensions were evaluated and tested. From the results of DEMETEL technique, it was observed that the factors related to monitoring, evaluation and development of organizational culture had the most relationship with other factors. The index of organizational culture development has the most impact and the factor of human capital has the least impact. The role and structure engineering index is the most influential in the next degree. Also, the criterion of factors related to management factors and technologies is very influential. The criterion of organizational culture development is also the least affected by other criteria. Engineering criteria role and structure have the highest impact and impact with other criteria studied. The criterion of human capital factors has the least impact with other variables. In this model, the criteria of engineering role and structure, development of organizational culture and monitoring and evaluation of the variable are causal and the rest are disabled.

A career path is defined as a set of jobs taken by an individual over his/her career. The success of a career path is measured by subjective and objective satisfaction. Although the success of a career path is important by itself, it is more important for organizations to know what factors influence career paths so that they can improve human productivity and develop a satisfied human resource. This paper reports the results of a content analysis on 40 interviews with executive experts in the petroleum industry aimed at identifying these variables using the NVIVO software package. The reliability of the data was estimated at 0.92 using William Scot’s method. Finally, 36 variables underpinning career paths were classified into three categories of behavioral, contextual, and structural. This research contributes a paradigm for executive research. In addition, the variables identified here can be used to define new relations when designing career paths and career path models in the human resource system at the National Iranian Oil Company.

The aim of this study was to identify the indicators of staff competency development in the center of evaluation and development in the judiciary affiliated to the judiciary in Yazd province. This research is a descriptive study with applied purpose and has been done in a mixed way (qualitative and quantitative). First, by reviewing the literature on the subject of research and then by Delphi method, indicators of employee competency development in order to create a center for evaluation and development are identified and in the next step, using interpretive structural modeling, relationships between dimensions and indicators are determined and analyzed. Is located. Based on the research literature and Delphi method, 7 dimensions and 32 indicators were identified. The main dimensions are structural factors, contextual factors, behavioral factors, factors related to the characteristics of evaluators, competency indicators, characteristics of those evaluated and competency assessment tools. The results show that in model leveling, competency assessment tools were identified in the first level as a dependent variable and structural factors in the sixth level as an independent variable. It is suggested that the improvement of structural factors that are the basis of the model be given priority and in accordance with the set indicators, measurement tools be developed and used for the development of employees and managers.

The aim of this study was to "design a model for the development of employee competence using the Center for Evaluation and Development." This research was an exploratory study with an applied purpose and in a mixed form. First, by reviewing the literature of the research subject and then by Delphi method, the dimensions and indicators of staff competency development were identified and in the next step, the implementation of structural equations was performed. The statistical population in the qualitative field includes 14 experts in the field of human resources and in the quantitative part includes all employees of the judiciary affiliated to the judiciary of Yazd province to 650 people and using Cochran's equation, 241 people as a statistical sample randomly selected Were. Based on the research findings, for the proposed model, 6 dimensions and 32 identification indicators and the main dimensions of the model including structural, contextual, behavioral factors, factors related to the characteristics of evaluators, characteristics of the evaluated and competency assessment tools were identified. It is related to the dimensions of "contextual factors" and "behavioral" and the lowest dimension is related to the "characteristics of evaluators". It is suggested that in order to develop human resources and assess the competencies of the employees of the studied devices, the implementation of the evaluation center is on the agenda and in order to develop the competencies of the employees, attention should be paid to structural, contextual and behavioral factors. Establishing the establishment of the proposed model is helpful.

The importance of public subsidies as a part of government financial policies that have a significant impact on the economic and social variables of society, has led governments, especially in recent years, to seek solutions to improve subsidies and increase their efficiency. The present research in order to draw the general framework of a desirable and efficient subsidy and to determine the factors that should be considered in subsidy policies and programs, tries to identify and explain the characteristics of "good subsidy" _ as a subsidy that is in line with good governance and reflects its goals and indicators.

In this research by using theme analysis, theoretical literature and the comments of 16 experts on characteristics of good subsidy, which were obtained through semi-structured interviews, have been analyzed. The experts have been selected through purposive sampling and by using the "Snowball" method.

By review and analysis of theoretical sources (including about 200 related books and papers) 725 codes or related semantic units were obtained and after coding the interviews 453 codes were identified. Then all of codes were classified into 27 themes and finally from that themes 9 distinctive concepts or factors (::as char::acteristics of "good subsidy") were extracted.

The considered meaning of each good subsidy characteristics is explained based on the following themes of each characteristic. It is expected that by considering the characteristics of good subsidies in codifying and implementing public subsidies, the desirability of government performance in this area would be ensured and improved.

Today, accountability to responsibilities and responsibilities is not only the responsibility of the government, but citizens also have a major responsibility in this area. From this point of view, what seems unavoidable is the need for joint cooperation between citizens and the government and citizens with citizens in order to achieve their rights. The main goal of this research is designing a model for the operation of citizenship rights in the organization of tax affairs of the country. The statistical population in this study was the total taxpayers in Tehran, and the sample size was determined by James Stevenchr('39')s formula of 300 people. The research methodology is a survey, the most important of which is the ability to generalize the results. The fitting of the proposed model was done through structural equation modeling in three parts of the model of measurement, structural model and the whole model and by Smart PLS 2.0 software. After examining all the research hypotheses were approved, and finally, some suggestions were made.

The petroleum industry of Iran, due to its special contribution to GDP and for its optimal performance, needs talented people in the leadership and managial roles for the future of petroleum industry. So, the main purpose of this research was to design an effective model for identifying the talent pool of Managers and determinants of managerial talent potentials among petroleum industry staff. The research method is considered practical, in terms of purpose and descriptive-exploratory type by using mixed method, in terms of data collection. At the qualitative stage of this research, the statistical sample was 30 experts from the Management Development Center of Petroleum Industry. They were selected by non-random snowball method to form a Delphi panel and at the quantitative stage, 126 of the humane resources managers of the petroleum industry were randomly selected. After reviewing studies related to the concept of talent management, 107 criteria were derived from the history and literature of the research. These criteria were categorized using Delphi method and exploratory factor analysis and were categorized in different groups. The findings of this research showed that the talent management model in Petroleum Industry has 9 main dimensions and 63 components which can explain 79% of potential management variances in total.

Maintaining and upgrading employee's dignity is one of the organizational requirements for their satisfaction and motivation. The purpose of the present research is to analyze the results of research on employee's dignity in order to enable organizations to self-assess and plan their employees. For this purpose, according to the quality methodology, which is one of the most promising methods, after the initial search and finding and refining the resources related to the status of employees, by using a critical evaluation method, from 146 sources found, 42 sources were selected and then Using qualitative analysis of documents using the Atlas software, 224 primary codes were obtained. After refining and re-categorizing the initial codes by the research team, four dimensions, 15 components and 49 indicators were obtained in relation to employee status. The main dimensions of employee's dignity include personal dimension, occupational dimension, organizational dimension and environmental dimension.Organizations can use these indicators to promote their employee's dignity.

The purpose of this study is designing and describing the model of customer's smart trust to Iranian automobile-making companies, because management scientists believe that smart trust is advanced-level trust and it is very necessary for organization success in the market. Data collected using a questionnaire that carefully designed by researchers. These questionnaires were distributed among customers of Iranian automobile-making companies in Tehran. We used Confirmative factor analysis (CFA) and structural equation modeling (SEM) for evaluating and testing of research hypotheses. Finally, the improved and final model of customer's smart trust to Iranian automobile-making companies was produced. This paper has useful implications for managers.

Selection of merit managers of university is a necessary issue in the system of higher education in the country because they are the main determinants of the decision making of this educational system and the most appropriate selection of them requires criteria and indicators that aim the research, identify the merit selection criteria of managers A university for the purpose of selecting and appointing good and effective managers. The research method is of a combination type (qualitative-quantitative), which has been approved by reviewing theoretical foundations and interviewing experts and using the Delphi technique. 54 indicators have been approved and based on exploratory factor analysis, 47 indicators are divided into six categories and finally by the test The confirmatory factor and the structural equation test of the research hypotheses were reviewed and confirmed. The results of the research indicate that in order to select and appoint university managers, their merit selection components include: managerial intelligence, empirical knowledge, social skills, organizational ability, professional attitude and school value.

Organizational success in the globalized environment Involves the organization's move toward new faces ,One of the These Faces of the transformational organization. The aim of this study is to survay and ranking the factors influencing on transformational organization model in Fars Ministry of Education. This research is practical in purpose rand exploatory in nature that analyze the hypotheses by quantitative approach. Participants of this study are all employees of Fars Ministry of education. The study includes 416 participants and the statistical sample is comprised of 218 individuals by using Morgan Table and stratified sampling. The instrument is a questionnaire made by the researcher that it’s reliability and validity have been proved. The results of the study show that the last model of the research including octoploid dimension, human relations strategy, Evolution strategy in organization designing, Evolution strategy in organization theory. Development of individuals, group and social organizational, Accept Transformation Culture and Enviroment Values processes is confirmed regarding to the amount of meaningfulness and acceptability of indexes, The between of factors, Accept Transformation Culture has the highest priority in formation of transformational organization model and all hypotites confirm. In addition, in this research factor analysis tests, process analysis and structural equation by using SPSS and Lisrel have been used.

Significant accomplishments of companies with minimum resources and failure in organizations with valuable resources show the crucial role of spiritual and intellectual factors in organizational performance. The organizational culture affects every aspect of individual attitudes and behaviors. The aim of this study was to investigate the relationship between organizational culture and the involvement of employees, as an important variable incentive, in the Khatam Alanbia Hospital in Tehran.
A cross-sectional study was conducted among 1645 staffs of Khatam Alanbia Hospital, Tehran in 2014. The sample was determined by the Cochran formula, 312 cases.
Our data revealed a strong corporate culture and a high job involvement in this hospital. A significant relationship between job involvement and different organizational cultural factors (except the dominant features) was observed.
The individual, organizational and environmental variables affect the rate of success and job involvement of employee. Improving of job involvement leads to a higher efficiency, and through the identification of relevant factors, such as organizational culture and cultural values, facilitates achievement of the organizational goals. Managers should try to create a good atmosphere and strengthening the organizational culture to improve the performance of the organization.

Today, the complex organizations and institutions may not survive without a precise planning as well as selecting the appropriate approach, which requires accurate knowledge about the situation of the organization. Functional analysis enables these organizations to implement the strategies which strengthen the internal strengths and reduce or eliminate the internal barriers and weaknesses. In order to promote the hospital activities, this study was aimed to analyze the internal environment of Khatam Alanbia Hospital based on Weisbord's model for organizational diagnosis.
This cross-sectional and descriptive–practical research has been performed in Khatam Alanbia Hospital in Tehran on 2014. The data were compiled from the standard organizational diagnosis questionnaire and Weisbord's six-dimensional model. The investigation was conducted on 312 out of 1645 staff of Khatam Alanbia Hospital. Data analysis was performed by SPSS, version 19, descriptive statistics and one tailed t-test.
The results showed that there was a positive significant relation between different dimensions. Between the all internal dimensions, rewarding had the highest score and organizational purposes had the lowest score.
Regarding the magnitude and complexity, no organization is like a hospital. Therefore, conducting periodically investigation in order to have a better understanding of the organization, to make appropriate decisions, and to improve the performance and efficiency of the hospital is recommended. Without an appropriate overview, it is impossible to adopt effective decisions.

Nowadays, in the changeable environment, the organizations try to achieve the long-term purposes by the strategic planning process. This process usually is begun with an analysis of internal and external environmental factors and will be terminated with a well-organized implementation and assessment. Since, all the missions, purposes, opportunities, threats, strengths, and weakness of each organization are different with others, the components in the planning of the process and strategy should be determined individually for each organization. The present study was aimed to design and develop a strategic planning model for Khatam Alanbia Hospital.
To achieve the mentioned objectives, Delphi technique, a qualitative method, has been selected to perform the investigation. Delphi’s group is consisted of 20 experts in the field of strategic planning, managers, and supervisors of Tehran’s private hospitals.
The final model of strategic planning for Khatam Alanbia Hospital with 12 components was designed after 4 Delphi rounds. The most remarkable points of the new model are adding two components of balanced scorecard and designing the strategic map in order to link between strategy development and implementation.
This model facilitates and accelerates the achievement of the objectives of a strategic plan in private hospitals.

Cultural intelligence is an important factor in interaction among various ethnic groups and environments. cultural intelligence may affect job performance.This study examined the relationship between cultural intelligence and job performance of nurses in Eghbal hospital in Tehran,Iran. A descriptive correlational design was used. Sample of the research consisted of 70 nurses with at least 1 year of work experience which were randomly selected.Data were collected by using 2 questionnaires: 1- modified Ang and colleagues (2004) questionnaires for cultural intelligence which was translated by Kazimi (2010) and 2- Employee performance questionnaire which was developed by Kazemi (2010) with the reliability of the 0.81. Data were analyzed by SPSS software using Pearson correlation, Multiple regression and Analysis of variance tests. Results of the study showed that: although there was no significant correlation between total cultural intelligence scores and job performance of nurses but when examining the relationship between cultural intelligence sub categories and job performance a significant correlation was found between behavioral cultural scores with job performance. There was a significant difference between male and female nurses in term of total score of cultural intelligence. Job performance scores was significantly correlated with educational level. The results showed tthat behaviorialintelligence may mediate the relationship between cultural intelligence and performance in nurses. Gender was correlated with Cultural Intelligence and educational level was correlated with job performance in nurses.

The present study aimed to investigate the relationship between the organizational and learning intelligence among office staff of Tehran Education Department to present a pattern to upgrade the organizational learning. The method employed in conducting the research has been descriptive–correlative. Using random cluster sampling method, the population was chosen to be 200 people from among educational administrative staff and the teachers of the three school level (elementary, secondary and high school). Peter Sangeh’s (2000) organizational learning questionnaire and Albrecht's organizational intelligence questionnaire were used to collect the data. To analyze the data, descriptive Statistics (frequency, percentage, mean, and standard deviation), the inferential statistics (Kandal Spearman and Pearson's Correlation Coefficient) and multiple regression method were employed through SPSS software. The results revealed that there was a positive and meaningful relationship between all the dimensions of the organizational intelligence with the organizational learning. Among these variables, two variables of spirit and strategic insights compared with other variables have clarified a higher percent of variance for organizational learning.

Nowadays, Neglect of nursing problems in the world, including stress has created many problems and these problems have caused that nurses tend to leave jobs or even leave their job. This study is designed to find the relationship between job stress and intention to leave the profession in nurses in public and private hospitals in Shiraz in 1390.

This study is a descriptive-correlational research. Using stratified sampling and Morgan’s formula, nurses from government hospitals, nurses from private hospitals were selected. Tools of collecting data included demographic questionnaire and scales of occupational stress and questionnaire for tending leaving job. Data were analyzed using simultaneous multiple regression analysis, Pearson, Friedman and T test.

Results showed that there is a statistically significant relationship between job stress and intention to leave the job of public and private hospitals with a correlation coefficient of, and tending to leaving job is expected by job stress and its components. Stress job and tending to leaving job in female nurses than male nurses is much higher (p=), while there is no statistically significant difference between job stress and intention to leave job in private hospitals and public hospitals.

Organizations so that they can understand the reasons and factors contributing to employee turnover, using the right information and Timely forecasts, can be used to effectively manage the process of maintaining an efficient workforce. Also, managers can to increase efficiency and productivity in the organization with the best possible way using identification of stressors and put under the control of them.