فهرست مطالب mojtaba ramazani

The present research examines the factors affecting work procrastination in order to provide a model in the General Administration of Tax Affairs of East Azarbaijan province. The current research is a qualitative and quantitative research (exploratory mixed method). The statistical population of the current research is the employees of the tax affairs organization of East Azerbaijan province, in the first part, at least 15 available experts and specialists and in the second part, a sample of 277 tax affairs personnel of East Azerbaijan province has been selected as a sample. Descriptive and inferential statistical methods were used to analyze the statistical data, and the selected and classified main indicators were ranked by performing the FTopsis technique, and to evaluate the level of procrastination, a univariate t-test was performed to measure the level of performance. has taken. Here, FTopsis and SPSS software are used, which according to the results of prioritizing 19 indicators of procrastination in the studied society, personnel dissatisfaction, laziness, inefficient bureaucracy, and relationship orientation instead of rule orientation as the most important causes of procrastination respectively. Something came up

Considering the expansion of the strategic components of organizations and their development patterns, the management and leadership of human resources to deal with these pressures is among the most delicate and important elements of management in any organization. Based on this, in this research, we intend to compare and investigate the harms and challenges in the human resources management of public and private banks in the Iran. The current research is a synthesis and quantitative study. In the qualitative and socio-statistical research synthesis part, the research included all scientific researches in the field of human resource management challenges in public and private banks, which were selected for the final analysis based on the exit criteria of 35 scientific researches. In the quantitative part of the research, the statistical population included employees of private and state banks in Iran, who were employed in state banks including Bank Melli, Sepeh and Maskan, and private banks such as Shahr Bank, Eghtesad Novin Bank and Pasargad Bank. In the synthesis research and qualitative part, the tool of written list and document sampling method and semi-structured interview were used, and in the quantitative part, the research tool was a researcher-made questionnaire. The findings of this research show that the main challenges in human resource management are concentrated in three categories: behavioral, structural and contextual, which have a negative impact on the management process and productivity of human resources, and these categories They have a negative and significant effect on the productivity of employees and organizations in both private and state banks.

The current research was conducted with the aim of providing a conceptual model of job requirements and resources affecting the employees' job engagement. The statistical population includes 200 employees of the cinema and audio-visual organization. The research is of mixed exploratory type (qualitative and quantitative). To collect qualitative data, semi-structured interviews (with a sample size of 17 experts using a purposive sampling method) were used, and to collect quantitative data, a questionnaire was designed among the employees of the cinema and audio-visual organization (127 people). The basis of Morgan's table and simple random sampling method) have been used.Thematic analysis method was used to analyze qualitative data and confirmatory factor analysis was used to analyze quantitative data. Based on the qualitative results of the research, seven main components consisting of 64 items for job requirements and job resources affecting job engagement have been identified. The results of the quantitative analysis have also confirmed the significance of the relationship between the indicators, components and dimensions of the model. This model can be a basis for human resource managers to design intervention programs in order to improve the employees’ job engagement based on the job requirements and job resources appropriate to their subsidiary organization.

The primary source of knowledge within the organization is its human capital. Throughout an individual's tenure within an organization, the human resources department can accumulate a wealth of skills, experiences, and ideas. This accumulation of knowledge is often referred to as a person's knowledge reserves, and can serve to generate both value and power for both the individual and the organization (Siyadi etal, 2016). The depletion of organizational knowledge is a regrettable reality for the organization (Bammad Sufi etal, 2016). The phenomenon of knowledge leakage within organizations has been The departure of knowledge workers, resulting in the loss of both tangible and intangible knowledge, is considered a critical factor in knowledge outflow from an organization. In the oil industry, expertise holds significant value across various specializations. Unlike several engineering domains, the regulations and principles of engineering that govern this industry are challenging to document and codify (Bagheri, 2004). The utilization of organizational knowledge has become increasingly imperative due to various factors, including heightened competition and innovation within organizations, workforce retirement, and migration, limited time for knowledge acquisition and testing, shifts in organizational strategies, absence of incentive systems, and insufficient recognition of the potency of knowledge and its ability to generate power (Moayedi Khorramabadi etal, 2019).
The oil industry is a highly specialized and experience-driven sector that places significant emphasis on human capital as the most valuable knowledge asset of the organization. According to Rajabpour and Baba Shahi (2020), human resources personnel employed in the oil industry possess significant skills and competencies that can significantly contribute to the attainment of predetermined missions and aims. The oil industry's failure to document, shares, and utilize the knowledge generated from experiences and intellectual and knowledge capital is indicative of unproductive practices and cost inefficiencies.

What are the classifications of organizational knowledge that emanate from National Oil Company?

The objective of knowledge retention is to guarantee that members of an organization are able to utilize knowledge again in the future (Lewalt and Chen, 2017). According to Lin et al (2016), the departure of an individual possessing valuable knowledge from an organization results in a diminution of organizational knowledge, thereby adversely impacting organizational memory (Taghizadeh Masan etal, 2017).
The knowledge of the organization ensures its survival and gives it a competitive advantage. The risk of organizational knowledge loss resulting from employee departures has emerged as a noteworthy concern. According to Daghfoos etal (2013). This study aims to identify critical knowledge that contributes to the National Oil Company's organizational objectives and is lost when employees depart. The research methodology involves a comprehensive review of prior studies and exploratory interviews. The National Oil Company operates in a knowledge-based industry. Therefore, by reviewing and analyzing prior research and conducting exploratory interviews, the current study aims to identify the knowledge that is crucial to achieving the organization's goals because, as a knowledge-based industry, the National Oil Company loses this knowledge when employees leave.

The research method was data-driven and an inductive approach. This study employed a qualitative data collection method, specifically through conducting interviews, to identify the types of knowledge that are being disseminated from the organization.
To ascertain the type of knowledge disseminated by the organization, a diverse group of individuals possessing expertise in the relevant subject matter, including academic authorities, were interviewed. The interviews were carried out using a semi-structured and in-depth approach. The length of the interview ranged from 20 to 60 minutes. Data collection was carried out until the point of data saturation. To authenticate the researchers, two external review strategies were employed: interviewing individuals beyond those designated for the interview to scrutinize and assess the research process, research output, and its precision, and pluralism, which entailed interviewing individuals at varying levels of the organization with distinct responsibilities.
The study employs a qualitative data collection method, specifically through conducting interviews, to identify the types of knowledge that are being disseminated from the organization.
To ascertain the typology of knowledge emanating from the organization, a diverse group of individuals possessing expertise in the relevant subject matter, including academic authorities, were interviewed. The interviews were carried out using a semi-structured and in-depth approach. Data collection was carried out until the point of data saturation. To authenticate the researchers, two external review strategies were employed: interviewing individuals beyond those designated for the interview to scrutinize and assess the research process, research output, and its precision, and pluralism, which entailed interviewing individuals at varying levels of the organization with distinct responsibilities.

Based on the results obtained from the present research, the departure of employees from the National Iranian Oil Company results in the loss of seven areas of knowledge. The company utilizes all knowledge that has been identified, which is classified into three distinct categories: vital, non-vital, and conditional knowledge. The three types of knowledge that are vital for a company's success are operational knowledge, specialized knowledge, and business knowledge. These types of knowledge are indispensable for the company, and their absence can result in significant costs for the organization. All the existing knowledge is intended to bolster the operational knowledge of the organization. The second classification pertains to non-vital information, which enhances the operational efficiency of the organization, but its absence has a comparatively lesser effect on the overall performance of the company. The aforementioned knowledge encompasses knowledge of learning from failure and success and process knowledge. Conditional knowledge is a type of knowledge that is contingent upon specific conditions and circumstances within the National Oil Company. Its absence does not have any significant impact on the overall performance of the company. The aforementioned knowledge encompasses both knowledge that exists outside of the organization as well as knowledge that is contingent upon certain conditions.

The present study has identified seven distinct forms of knowledge that experience a decline in the event of employee turnover within an organization. Based on the findings obtained from conducted interviews, it has been determined that within the context of Iran's embargo conditions, operational and business knowledge are the most crucial types of knowledge for the oil company, given the unique characteristics of oil extraction and sale. The loss of expertise in this industry can have a significant impact on the oil company's operations.
Additional structures within the organization serve to support both operational and business domains. One of the factors that can be identified is the significance of specialized knowledge, which is heavily reliant on the specialized knowledge of the staff. In the event of the departure of said individuals from the organization, the operational efficacy of the company may be compromised. Therefore, it is imperative to facilitate the transfer of their knowledge and expertise to other personnel, while also enhancing the knowledge is very important for the company. The acquisition of specialized knowledge within an oil company is a crucial determinant of its operational efficacy, and the absence of such knowledge can have a significant impact on its overall performance.

This study aims to design a developing model of employee’s intention to stay at their work in NIGC based on the grounded theory. In term of fundamental purpose, this study can be consider as a practical research. However, in nature it is a survey research and finally in term of paradigm, it is an exploratory sequential mix method research. Exploratory method was used in qualitative approach in order to identifying the main components of employee’s intention to stay at work and the related influenced factors. In part of quantitative method, the developed model was tested with collected data by using SEM. As the results, The accuracy of the developed model was confirmed and it was found that the selected contents, dimensions and indicators was highly accurate and could provide a adequate framework for developing a model of employees intention to stay at work in Iranian national gas company as well.

The purpose of this research is to designing and validating the model of job requirements and job resources that affect employees' job engagement. The research is of mixed exploratory type (qualitative and quantitative). To collect qualitative data, thematic analysis method and semi-structured interview (with 17 experts using purposive sampling method) were used, and to collect data in the quantitative part, a researcher-made questionnaire titled (Importance of items) was used. The statistical population includes all 200 employees of the cinema and audio-visual organization in Iran. In the quantitative section, 127 people were randomly selected as a sample using Morgan's sampling table. The validity of the questionnaires was measured through face validity and confirmatory factor analysis. Thematic analysis method was used to analyze qualitative data, and confirmatory factor analysis and Lisrel software were used to validate the qualitative model Based on the qualitative results of the research, 7 main components were identified and the theme network model was drawn. The results of the quantitative analysis have also confirmed the significance of the relationship between the indicators, components and dimensions of the model.

The existence of a model to respond to material and spirvitual needs in the society based on the rich and saving teachinys of islam is an inevitable necessity.The purpose of this study is to designe of Islamic Iranian management of progress.It has a qualitutive approach, it’s purpose is applied, nature is explorapory, and it’s research strategy is thematic analysis.The method of data collection is the study of upstream documents and in- depth and open snowball interviews of 45 experts until the data was completed. For data analysis, it was used the continuous comparison method in three stages; open, axial and selecting coding. By analyzing the data, the Iraniann Islamic management model of progress in five categories or dimensions, including the Iranian Islamic cultural dimension of progress, the Iranian Islamic economic dimension of progress, the Iranian Islamic scientific dimension of progress, the Iranian Islamic governemental dimension of progress and the Iranian Islamic promotional dimension of progress was made and it was approved by the experts.

Since the development of a comprehensive model of progress in Islamic-Iranian management is very important for the countries of the region, the Islamic world and the whole world. And the savior of Islam is an inevitable necessity. The purpose of this study is to design a global model of Islamic-Iranian management of progress. This research has a qualitative approach and the method of data theory (thematic analysis) has been used as the research method. This research is practical in terms and exploratory in nature. The method of data collection is the study of upstream documents and in-depth and open interviews with 40 elites aware of the subject under discussion. To analyze the data, continuous comparison method was used during the three stages of open, axial and selective coding. By analyzing the data, the comprehensive model of Islamic-Iranian management progress in five dimensions including Islamic-Iranian governmental dimension of progress, Islamic-Iranian cultural dimension of progress, Islamic-Iranian economic dimension of progress, Islamic-Iranian scientific dimension of progress, Islamic behavioral dimension- Iranian progress was made.

Today in organizations, it is not enough to satisfy the customer or honor the superiors and focus on successful sales to maintain a competitive position in the market, and therefore, organizations must develop the necessary strategies to attract and maintain efficient and effective human resources. adopt Without having efficient human resources, the organization will not be able to transform, develop and excel and achieve the set goals. The way to achieve this is to develop the organization's management and leadership and create an effective structure for managing the employer brand. This research aims to evaluate the variables of the employer brand in the active companies of the industrial towns of East Azerbaijan province and evaluate the effectiveness of each of the components in these companies. The current research is of quantitative and qualitative type, first the variables were screened and verified by Delphi method, and then in the quantitative stage, using software JMP and the causal-comparative method, and using the factor effectiveness of the variables. The employer brand is done. results showed that the component of training to improve quality has the lowest factor contribution with a coefficient of determination (0.246) and the highest factor contribution is related to the use of participatory management with a value of (1.000). The highest correlation with other components is related to the indicator of training according to the needs of employees with a value of 0.880 and the lowest correlation is related to the use of participatory management with a value of 0.246.

The ambiguity of the strategies ofthe strategic approach of green human resource management for researchers and the increasing role of sustainable development and,most importantly,its environmental aspects,led the authors;The aim ofthe present study was to identify the strategies of strategic management of green human resources and to examine its relationship with sustainable development. Current research strategy;The approach is mixed.In order to collect qualitative and quantitative research data,interview tools and questionnaires were used.The statistical population of the study was experts in the field of human resources in both academic and organizational groups that human resources specialists in the twelve districts of Tabriz Municipality and its affiliated institutions formed the study group.In the qualitative part,the non-probable snowball sampling method was used to select the interviewees and a simple random method was used for the quantitative sampling.Qualitative data were collected through interview protocol and quantitative data were collected through questionnaire distribution.In the qualitative stage ofthe research,the main codes and concepts were identified through interviews with experts using theme analysis method and based on previous research and qualitative results,the dimensions of strategic green human resource management were identified and its consequences for sustainable development were investigated.In the quantitative stage ofthe research,the structural equation modeling approach using partial least squares method was used to investigate the relationship between the thirteen dimensions of strategic green human resource management and sustainable development.Findings indicated that seven dimensions including:green strategy,green human resource planning,green employment,green education,green discipline,green corporate social responsibility,green printing are significantly,directly and with low intensity effective on sustainable development.

A review of the research literature shows that a similar structure can not be observed for the models presented in the field of innovation ecosystem in the conducted researches; Therefore, in order to increase innovation in companies, an appropriate model of innovation ecosystem should be designed based on local characteristics and constraints. Therefore, the purpose of this study was to design a conceptual model of innovation ecosystem in small and medium enterprises using ISM-SEM. The method of work was descriptive-causal. The statistical population of this study included two sections of experts and managers of small and medium companies in East Azerbaijan province. In this research, 11 experts participated in the first part and 335 managers of small and medium companies in the second part of the research answered the questionnaires. Two questionnaires were used to collect data, which were distributed among the members of the statistical sample after determining their validity and reliability. For data analysis, interpretive structural modeling (ISM) and structural path modeling (SEM) have been used. The findings of the structural-interpretive modeling section show that the dimensions of the innovation ecosystem in small and medium industries are in five levels, each of which has direct and indirect relations with other levels. Also, the test of the developed model among companies has shown the appropriate validity and reliability of the developed model and the confirmation of direct and indirect relationships between the dimensions of the innovation ecosystem in small and medium enterprises.

Developing a new Islamic civilization has been mentioned as one of the goals in the Second Phase of the Revolution. For achieving this goal, the academic community becomes more active. Besides having innovation, entrepreneurial, research, and educational functions, leading universities should be able to civilize based on spirituality and religious beliefs and following doctrines of Islam. Data were collected using a semi-structured interview. Inductive content analysis was utilized to analyze the data using the software. Based on the obtained data, extracted components related to the consequences of this approach include: 1) presenting an inspiring pattern, 2) training global leaders, 3) creating a status for the settled region, 4) designing civilized foundations, 5) production prosperity, 6) increasing productivity, and 7) producing entrepreneurial science. Two dimensions including institutionalization of spirituality and knowledge transfer were identified for the main construct. Besides adaption of function to extracted indicators, universities can determine their status in civilization-building.

Considering the importance of the issue of efficiency in the advancement of societies and the place it occupies in today's organizations, the use of performance evaluation has become an unavoidable necessity. In the present study, the performance evaluation of five active supply chains with the same structure with the aim of comparing the results of the combined RDEA-BSC and FDEA-BSC models in Tabriz automotive industry and the input and output data in the form of symmetrical triangular fuzzy numbers and the set of uneven numbers to the input and output model The models show the performance of the supply chain. From the Balanced Scorecard (BSC) method as a tool for designing performance evaluation indicators in four aspects; financial, processes, customer and learning and human force growth have been used and also the type of applied-descriptive research and measurement tool is questionnaire, financial documents and information analysis method, FDEA, RDEA, BSC mathematical model and sensitivity analysis. The results of the research show that the efficiency of Amico in each model is higher than other studied companies

Given the status of the luxury apparel industry and its importance in today's Societies that meet the many needs of human beings and giren the significant growth in Consumption of luxury goods, specially Clothing and changing the approach of consumption to a modern phenomenon,as well as The lack of knowledge on kow to optimize the market and we took over management of luxury goods to conduct marketing research to investigate the presentation of pleasure modelling in the luxury apparel industry with an emphasis on the role of pleasure performance. In fact, the main question of the present study is how does personal satisfaction affect delight in buying a luxury clothing brand? To test the hypotheses consumers of this product in Tehran with a sample size of 277 people and with using available sampl ng me thod and snowball as statistical population were analyzed: this study is of practical purpose and in therms of how data collected, it is a descriptine survey type. The data collection tool is standard questionnaire and data analysis was performed using structural equation modeling using structural equation modeling using spss and lisrel software.The result of this study show that personal satisfaction has a positive and significant effect on the performance of pleasure-seeking than luxury clothing brand.Key words: the thrill of pleasure-luxury clothing-moderation.

The aim of this study was to design an employer brand model in small and medium industries in Iran. To this end, using Sandlowski and Barroso’s (2007) seven-step method of combining, related categories (dimensions), concepts (components) and codes (indicators) were extracted. The statistical population included a collection of the related articles and studies in the field of employer branding and related concepts. The researchers considered various parameters such as title, abstract, content, and quality of research methodology and based on screening, review and selection from among 218 articles, 60 valid articles were obtained. In order to determine the validity of the meta-synthesis method, Glynn vital evaluation tool was used and to determine its reliability, the inter-rater reliability coefficient was used, which was found to be 0.83. The results revealed that three dimensions including (1) individual development values, (2) organizational values, and (3) social-economic values, play a significant role on the employer brand in small and medium industries of Iran. The results suggest that the proposed model is considered as the most suitable employer brand model in small and medium industries of Iran from cultural, organizational and structural perspectives.

The purpose of this study is to model the electronic marketing system representation of Sepahan Isfahan Oil Company based on interactive/ quantitative analysis (IQA). The methodology of this research is developmental based on the conceptual and analytical nature of the mentioned result, because it seeks to develop the electronic marketing model of Sepahan Isfahan Oil Company with the aim of linking the stimuli and consequences of the electronic marketing dimensions of Sepahan Isfahan Oil Company. Combined research category (qualitative / quantitative). In this study, three simultaneous meta-synthesis and Delphi analysis in the qualitative part and systematic representation analysis based on interaction with focus groups in the quantitative part were used. The results in the qualitative section, reviewing 32 studies in the period 2018 to 2020, indicate the existence of 12 approved studies, based on which the two main components of communication function and accelerated e-marketing were identified with 15 propositional themes. Lead to the consequence of ownership in network marketing in the region of Sepahan Oil Company in terms of distribution and major sales of its products. It was also found that presenting the products of the day through holding conferences and special exhibitions as a stimulus for the accelerated functions of electronic marketing in Sepahan Oil Company can have the consequence of eliminating intermediaries for fast delivery of products to customers.Keywords: Systematic Representation Modeling; Electronic Marketing; Sepahan Isfahan Oil Company.

The Fourth Industrial Revolution is transforming the manufacturing and service industries around the world, especially the leading countries in this field. This phenomenon can simultaneously bring wide opportunities and threats to our country's industries. By formulating strategic plans in accordance with the strength and competitive advantages of Iran, while maintaining and promoting the level of competitiveness of the country's industries, this emerging space can be used optimally to optimize industrial development processes. Using the Industrial Revolution 4, this paper presents a model of sustainable development with the approach of in the automotive industry. In this study, we tried to identify and categorize the obstacles to sustainable development as well as the opportunities of the Industrial Revolution 4 in order to create sustainable development by examining the literature and the opinion of experts during the Delphi technique. Then, the interpretive structural modeling approach was used to level and determine the relationships between stability barriers. In the next step, the opportunities of the Industrial Revolution 4 were ranked by the fuzzy (AHP) method. Finally, using the opinion of automotive industry experts, proposals were made to allocate the opportunities of the Industrial Revolution 4 to remove the obstacles to sustainability. The results showed: 1. Political, technical and economic barriers have the greatest impact on sustainability and sustainable development in industry, respectively; 2. Environmental and social dimensions are most affected by political and technical barriers, respectively; 3. Among the opportunities of the Industrial Revolution 4 the information and technological opportunities of the Industrial Revolution 4 have the highest rank and the supply chain management has the lowest rank.

One of the most valuable capabilities, abilities and assets in the competition to gain a competitive advantage and the most preferred type of knowledge management activity that has attracted much attention today is customer knowledge. And in this regard, many organizations and companies use the customer knowledge management approach in order to take advantage of customer knowledge. Accordingly, the purpose of this paper is to develop a model to measure the maturity of customer knowledge management in the rail transport industry (I.I.R. Railway Company) that using the qualitative method based on grounded theory or data theory, the final proposed model Validated and approved. Using grounded theory method, the collected interview files were analyzed and after completing the coding process in three sections of open, axial and selective coding, the components and dimensions of the customer knowledge management maturity model were extracted. Based on the results of the research, the IRA Railway Company can improve the performance indicators by creating and developing customer knowledge management and implementing desirable and appropriate knowledge measures in accordance with customer opinions, and by holding training courses. To the human resources working in different units to become more familiar with the topics of customer relationship management and customer knowledge management, to strengthen them to acquire and use knowledge resources.

In the Islamic sources, especially, the Quran and Nahj al-Balagha all the dos and don'ts and requirements of personal and social life is considered. Substrate principles and professional ethics, which is a relatively new issue in businesses, agencies and organizations had been noticed by Islam about 1,400 years ago and issues relating to professional ethics could be answered by referring to the Islamic sources. The letter of Imam Ali (AS) to Malek, governor of Egypt, is one of the most well-known sources for the professional ethics that states the basic features of a governmental administrators and managers. The aim of the research is to identify and prioritize the professional ethics of executives from the viewpoint of Imam Ali (AS). The data collected through interviews and questionnaire developed by the researchers. After the literature being reviewed, professional ethics extracted from the Nahj al-Balagha, which includes sermons, letters and wisdom of Imam Ali (AS). The validity and reliability of the questionnaire, the sample was distributed. Then, after checking the validity and reliability of the questionnaire, it was distributed. Information obtained from the questionnaires using descriptive and inferential statistical methods were classified and analyzed. The results showed that the most important component belongs to "financing of employees' and " merit and qualification-oriented "obtained the lowest priority among the 25 components.

The purpose of this study was to compilated a model of relationships between the dimensions of the innovation ecosystem in small and medium enterprise of East Azerbaijan province

The research method was exploratory. In the qualitative section, based on theme analysis, the dimensions of the innovation ecosystem are identified. Sampling was performed in the form of theoretical saturation. In the quantitative part the pattern of relationships between the dimensions of the innovation ecosystem in small and medium enterprise is formulated. Quantitative data analysis is based on confirmatory factor analysis and interpretive structural modeling. Data collection was done in a quantitative part based on two questionnaires. The statistical population in the factor analysis section, all managers of small and medium industries with a sample of 335 people and in the interpretive structural modeling section were 11 experts in the qualitative section.

The research findings in the qualitative section show seven main themes and thirty-three sub-themes. In the quantitative part, the results of confirmatory factor analysis indicate the appropriateness of each of the confirmatory models. Also, the results of interpretive structural modeling show that the dimensions of the innovation ecosystem in small and medium industries of East Azerbaijan province are in five levels, each of which has direct and indirect relations with other levels.

To increase innovation in small and medium industries, managers of these industries must first focus on artifacts and innovation tools as the main dimensions of the innovation ecosystem of small and medium industries.

Since one of the main dimensions of any organization in terms of survival and development is strategy, so the main purpose of this study is to provide a model of alignment of organizational strategies and human resource strategies for this purpose, both qualitative and quantitative methods have been used. The quality section has two sections. In the first part, the quality method of articles from 2014 to 2020 related to the subject were reviewed and evaluated, and the main criteria of strategy, organizational strategy, human resources strategy, strategic alignment and organizational structure were identified. The second part of the qualitative method was based on interviews with experts until the theoretical saturation in the field of the present study was done and coding and analysis was done using MAXQDA software. The main criteria identified based on interviews with experts include organizational communication, employee empowerment, employee attitude evaluation, organizational strategies, human resource strategies, organizational development, social capital, intra-organizational factors, external organizational factors, organizational responsibility and goal setting. It is based on environmental factors that the highest percentage of frequency is related to organizational development and is equal to 20.94% and the lowest value is related to improving the ability of employees equal to 2.6%. In quantitative evaluation, F.DEMATEL, F.AHP and DEA methods have been used. Using F.DEMATEL method, effective and efficient dimensions were identified that the effective factors include organizational communication, employee attitude evaluation, organizational strategies, organizational development, social capital, external environmental factors and organizational responsibility and effective factors include improving employee ability, resource strategies Human, internal factors and goal setting are based on environmental conditions. Then, using F.AHP, the identified variables were prioritized. The first rank among the sub-criteria belongs to the factor of exposure to critical factors with a normal weight of 0.785, and the first rank among the main criteria includes social capital with a normal weight of 0.134. The results obtained from DEA show that exposure to critical factors has the highest efficiency score with a maximum score equal to 1, and finally, based on the results, practical suggestions are presented.

In this study, after a detailed and detailed review of past research in the field of supply chain, the research gap and its innovation were identified. The research innovation involved considering demand behavior as a function of product prices in competitive conditions and based on that, the aim was to develop a mathematical model to design a closed loop supply chain in competitive conditions. In such a price chain, it is a fundamental factor that can determine the amount of demand and consequently change the structure of the chain. For this purpose, in the third chapter, first a function between the amount of demand and the price of products was presented. Then, by completing the research assumptions, a two-objective mathematical model of the research was presented. The first goal is to reduce costs and increase chain revenue. In other words, the first goal is to maximize supply chain profits. The second goal is to focus on market share, and by increasing the desirability of sales centers, we seek to maximize market share. By presenting such a model, it is necessary to provide techniques for achieving several goals. In this regard, the SFLA algorithm to solve this mathematical model was described. This method is a new meta-heuristic algorithm based on the behavior of frogs. For this purpose, first, by solving the model as a one-objective, the model was validated and the results were proved to be correct, logical and reliable.

The business environment indicators, as international and infrastructural subject matter in economic growth and development, are influenced by the performance of the public sector administrative systems depended on the quality and quantity and more importantly motivation of the employees of these systems. Therefore, the purpose of this research is to explain the optimal paradigm for fundamental or contextual factors in increasing PSM to improve the business environment. In this qualitative research, the grounded theory has been used. The data were collected through semi-structured interviews with experts and the statistical population consisted of the East Azerbaijan public sector staff. The statistical sample was selected using Snowball sampling method and its reliability was determined by theoretical sampling approach. The individuals were interviewed up to the 40th interview (saturation limit). The collected data were analyzed using three stages of open coding overlap (in the form of 181 codes), axial coding (8 concepts or subclasses) and selective coding (4 categories or categories). Based on the model explained by this study, legal contexts (multiplicity and transparency of rules and enforceability of laws), economic shocks (status of economic indicators, governing economic policies), civilization (cultural status, social situation) and political equations (political power and political situation) were explained as contextual factors in increasing PSM for improving indicators of business environment.

The purpose of this study is to put forward the optimal model of strategies to enhance public service motivation in an attempt to improve the business environment. In this qualitative study, grounded theory approach has been adopted for the analyzing the data. The data collection instrument was semi-structured interviews with the experts and the staff of the public sectors of East Azerbaijan. the snowball sampling method was utilized and its adequacy was determined by the theoretical sampling approach. Data saturation was reached in the 40th interview (saturation limit). The collected data were analyzed using three stages of open coding (in the form of 178 codes), axial (10 concepts or subcategories) and selective (4 categories or categories). The results suggested that, four strategies, human resource architecture - actions to stabilize and promote job security - factor cycles, performance improvement, monitoring and finally the establishment of compensation and incentive system are appropriate strategies to increase PSM among the employees. The indicators of improving the business environment were explained based on the presented model.

Due to the competitiveness of the banking industry and the importance of profitability, access to customer information is essential for establishing effective relationships that serve the interests of both parties. Establishing long-term customer relationships and building brand equity are pivotal in modern banking, and thus improving relationship quality plays a key role in development of new services and customer lifetime value (CLV) measurement. The purpose of the present research is to provide a new model for CLV measurement in the banking industry with an emphasis on brand equity. This study is descriptive and a question naire is used to collect data. The population consists of all the customers of Refah Bank of Iran (with an average annual resources of at least 500m rials), of whom 382 are randomly selected as the sample. Data are analyzed using de-scriptive statistics in SPSS and partial least squares structural equation modeling (PLS-SEM) in SmartPLS. The results indicate the strong fit of the overall model (GOF = 0.782) and show the significant positive effect of brand equity on CLV.