mahta joodzadeh

Administrative corruption is one of the most important problems of government organizations in third world countries, which weakens or destroys many organizational achievements. The present research seeks to identify, measure and evaluate the factors affecting administrative corruption in the public sector of Khuzestan province. This research was conducted with a mixed method (qualitative and quantitative). The statistical population includes large government organizations and four water and sewage organizations of Khuzestan province, the General Administration of Customs of Khuzestan Province, the General Administration of Roads and Urban Development of Khuzestan Province and the Organization of Industry, Mining and Trade of Khuzestan Province. Using the snowball method, 12 experts of this The organizations were interviewed and the results were analyzed using the qualitative content analysis method. Then, a questionnaire was developed and after verifying the validity (form and content) and reliability (Cronbach's alpha, 0.80) it was given to 215 experts from selected government organizations, who were selected by simple random sampling in the conditions of the epidemic of covid-19. became The data were analyzed using SPSS and AMOSE software using confirmatory factor analysis, one-sample t-test and Friedman test. The results showed that the indicators have a high average number of 3 and therefore, according to experts, they are important in the occurrence of administrative corruption. among the environmental factors, political and government system variable, among the organizational factors, management structure and among the individual factors, individual characteristics got the most points. Among the three-pronged model of factors affecting the occurrence of administrative corruption, Organizational factors were the most important factors in the occurrence of administrative corruption.

The aim of this study was to investigate the effect of corona threat on the tendency to leave the service with the mediating role of psychological anxiety (Case study: public hospitals in Ahvaz). The method of the present study was descriptive-survey. The statistical population included all employees of public hospitals in Ahvaz (10,235 people), 370 of whom were randomly selected according to Cochran's formula. The data collection tool was a standard questionnaire. The validity of the questionnaire was accepted by confirmatory factor analysis. Cronbach's alpha method was used to determine its reliability, the value of which was estimated to be higher than 0.7 for the initial questionnaire (30 people). In this study, descriptive and inferential statistics were used to analyze the data using SPSS and Smart PLS software. Based on the results of Corona threat, it affects the tendency to leave the service directly and indirectly through the mediating variable of psychological anxiety in public hospitals in Ahvaz. Therefore, the results of this study can be used to reduce the tendency to leave the service by focusing on care in the field of hygiene in the corona and reduce psychological anxiety.

Managers need to know the principles of organizational behavior. One of the basics of management in organizations is having information about employees' attitudes. Employees' attitudes can affect their performance. Considering employees' job attitudes can be of great benefit for organization, because attitudes are one of the basic predictors of behavior. Job attitude is a kind of feeling towards one's job that is result of factors such as the nature of the job, organizational, environmental, and also individual factors. The purpose of this study was to investigate qualitatively the employees’ job attitudes in Bidboland Gas Refining Company. The main and important attitudes that are addressed in the present study include job satisfaction, job involvement, organizational commitment, and perceived organizational support. Among the proposed attitudes, job involvement can act as a key attitude for the organization, because job involvement leads to job satisfaction, organizational commitment, especially emotional and normative commitment, and desire to stay in job. Job involvement also reduces absenteeism and turnover and increases positive and voluntary behaviors such as humanitarian actions.

The statistical population of the study was all managers and employees of Bidboland Gas Refining Company. 50 employees were selected by snowball method as research sample. The instrument was semi-structured interviews, and qualitative content analysis was used for data analysis.

The results showed that a total of 4 variables, 20 dimensions and 27 components were obtained for the four job attitudes. 8 dimensions and 15 components for the job satisfaction; 3 dimensions and 3 components for the organizational commitment; 5 dimensions and 5 components for the perceived organizational support, and 4 dimensions and 4 components were obtained for the job involvement variable.

Given that job attitudes affect the behaviors of employees in organizations, by recognizing job attitudes, many job events such as job burnout, apathy, various misconduct, and finally  leaving the job can be prevented. And this is very useful for managers of organizations.

Islamic society, like any other society, needs its own culture. Organizational culture in society is intertwined with ethics, behavior, and values, and these values ​​influence organizational culture. The culture of the society is connected with human and religious values ​​and its moral principles and pays attention to the divine ideals. The purpose of this article is to design a comprehensive model to strengthen the organizational culture based on the moral values ​​of Islam. The present study is qualitative in terms of purpose and qualitative content analysis has been used to analyze the data. The results showed that according to Islamic verses, hadiths and hadiths, there are six main dimensions to organizational culture based on moral values ​​based on Islam: commitment at work, work ethic, welfare and comfort, populism at work, work motivation and Continuous improvement that these dimensions include 17 components.

The culture of productivity provides the bedrock for the reformation of a wide range of organizational functions (managers and employees). The purpose of the present study was to design a model for identification, measurement and pathology of productivity culture in the National Oil Company of the South. The study was carried out in two phases of Model Design via the Delphi method and measurement and pathology of the proposed Model. The data collection instruments comprised a researcher-made questionnaire, observations by the researchers and exploratory interviews. The data required for the Model Design phase were collected from the research population comprising the experts from the University and the National Oil Company of the South and those needed for the measurement and pathology of the Model were gleaned from the experts from the National Oil Company of the South. The data were analyzed using descriptive and inferential statistics, Kendal Coefficient and Student T-test. At the end of the first phase of the research, four variables of values, attitudes, norms and organizational symbols, along with 14 dimensions and 41 components were extracted as factors of Cultural Model for exploiting productivity. Further, the Measurement and Pathology of the Model showed significant differences between existing situations of all proposed dimensions and components and their desirable condition. A number of suggestions will be made as how to improve the status of the variables, dimensions, and components.

Transformational leadership style has been highly regarded in recent decades. Transformational leadership for organizations that want to remain competitive, is more and more felt. The leaders of organizations are promoting factors influencing organizational behavior, entrepreneurship and innovation activities. The aim of this study was to determine the relationship between transformational leadership with creativity, innovation, organizational entrepreneurship. To this end, questionairs were distributed among 248 employees of the University of Sistan and Baluchestan and the data were analyzed using SPSS Lisrel. The results showed that transformational leadership style and
creativity as well as aspects of corporate entrepreneurship have a significant relationship, but there is no significant relationship between transformational leadership and innovation.

In a rapidly changing environment, turbulent, unpredictable and full of uncertainty, organizations should have a productive, creative and continuous learning capability and potential in order to survive, grow, and accomplish goals in order to create superior value for all their stakeholders, especially customers. Such a learning capability of organization and its continuous development depends on numerous factors, including organizational intelligence and talent management. The research method is descriptive of Correlational. The statistical population consists In staff of Azad university of Zahedan (460), 210 questionnaires were distributed ,of which 200were returned completed questionnaires. So The sample size, 200.Simple random sampling method was used in this study . Data collected by a questionnaire, That kind of content validity Cronbach,s alpha which is related to reliability of the questionnaire obtained .Collected data analyzed in two different levels of descriptive and inferential statistics by SPSS 19 software and lisrel were used . The research findings showed that; talent management has significant, positive and direct effect on organizational intelligence, and learning capability while organizational intelligence has a significant, positive and direct impact on organizational learning capability. The results also showed that organizational intelligence is mediation the relationship between the talent management and organizational learning capability. The results of path analysis showed that the talent management has a significant and indirect impact on organizational capability through intelligence.

Small and medium industries have an important role in the economic development of a country and the various theories have relied on the importance of information technology in small and medium-sized businesses. The purpose of this research is identifying the affecting factors on adoption of technological innovations in Small and Medium Industries with using a combination of the two structures Davi's technology acceptance model and the theory of planned behavior of Jzn. Research - descriptive correlational study used a questionnaire to collect the data. For this purpose, 38 items were developed to assess the research model and most were Information Technology experts. The Survey contain of all senior managers of small and medium-sized businesses fewer than 50 employees to 117 units is the industrial town of Kerman. Information obtained by using SPSS and Amos and the method of structural equation modeling (SEM) analysis was performed. Results showes that all variables in the model except for the relationship between perceived ease of use on attitude toward the use of technological innovations in small and medium industries have positive significant impact.

work pressure and organizational justice are two most important attitudinal variables among the employees of the organization, which could have a relationship with people organizational behavior such as performance and productivity. The matter which to some extent employees could consider themselves in work pressure and the kind of their concept about organizational justice could change job satisfaction and organizational commitment. This research was applied and the data were collected through library study and field study with questionnaire tool for data-collection. The sampling universe of this research consists of all Khuzestan province police employees which 198 people were selected through proportional stratified sampling method..The collected data were analyzed by SPSS software. The result of regression analysis indicated that there is a significant relationship between work pressure and job satisfaction with organizational commitment of employees and ultimately there is a significant relationship between job satisfaction and organizational commitment of the employees.