nader bohlooli

 Given the growing significance of trust and professional ethics within modern organizations, particularly in universities of medical sciences and educational institutions tasked with safeguarding public health, this study aimed to introduce an inclusive organizational trust model utilizing a professional ethics framework within the healthcare system.

 The research method of this study was a cross-sectional survey of 240 managers, experts, and employees of the health system. The data collection tool was a questionnaire whose validity and reliability have been checked and confirmed using relative content validity ratio (CVR), content validity index (CVI), and Cronbach’s alpha. To analyze the data, confirmatory factor analysis and structural equation model with partial least squares (PLS) were used to test the model.

 Based on the research findings (44.7%), the indicators related to cultural and ethical standards (R2=0.742), internal organizational standards (R2=0.689), organizational consequences (R2=0.758), and social consequences (R2=0.690) accentuate the desirability of endogenous structures within the model. The analysis revealed that all factor loadings’ t-values exceeded 1.96 at the 95% confidence level. Hence, a substantial association between manifest variables (concepts) and latent variables (categories) was established, with all factor loadings being validated. Specifically, environmental factors demonstrate the strongest influence on cultural and ethical standards (t=6.210), while structural domains exert a considerable effect on inter-organizational standards (t=4.614). Notably, inter-organizational standards exhibit the most substantial impact on both social consequences (0.407, t=6.813) and organizational outcomes (0.405, t=3.941). Overall, the findings demonstrated a positive and statistically significant impact of causal conditions on the central phenomenon, contextual, intervening, and central conditions on organizational strategies, as well as strategies on the outcomes of organizational trust within a framework of professional ethics in the healthcare sector.

 More attention and application of causal factors, contextual factors, intervening factors, and central factors increase the category of trust and professional ethics in organizations, especially the universities of medical sciences and medical training centers.

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.

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.

In the rapidly evolving realm of digital marketing, integrating potential and latent marketing strategies presents both opportunities and challenges. This empirical study used a mixed-methods approach, which included both qualitative interviews and quantitative surveys to measure the effectiveness and ethical implications of combining these strategies in the digital age. The findings of this research, based on a sample of marketing professionals and consumers in Iran, showed that although such integration can increase interaction and personalization, it also creates concerns related to transparency and trust. Furthermore, the potential role of artificial intelligence in modifying these strategies emerged as a noteworthy point alongside the important issues of consumer psychology and the long-term sustainability of these tactics. In the present study, we emphasize the need for ethical guidelines and further exploration of the potential of artificial intelligence in shaping the future of marketing, and we try to identify these needs. . . .

Achieving public welfare is possible only through public policy with the role of elites. The present study was also carried out with the aim of presenting the ideal model of public policy in the field of welfare with the agency of elites to achieve sustainable development. This research is applied-developmental in terms of purpose, and in terms of its nature and form of implementation, it was done in a descriptive-survey manner. The statistical population of this research includes public policy elites. Sampling was done using the theoretical sampling method and finally theoretical saturation was achieved with 11 people. The researcher-made questionnaire was also distributed among 384 public policy managers in the field of welfare, which was determined by Cochran's formula, by random sampling. The data collection tools are semi-structured interviews and questionnaires. In order to analyze the expert interviews, the grounded theory method and MaxQDA software were used, and partial least squares method and Smart PLS software were used to validate the model. Based on the research paradigm model, causal conditions include economic, cultural, technical and technological factors. that affect public policy. Public policy as a central phenomenon is effective in evaluating the implementation of welfare policies. In the meantime, elites provide background conditions, on the other hand, conflict of interests in the implementation of welfare policies are also interfering conditions. Finally, sustainable development can be achieved by evaluating the implementation of welfare policies.

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.

The health system is responsible for the health of society, so it needs to develop its individual and organizational performance through mutual trust and professional ethics to improve health and treatment services. This research aimed to present a comprehensive model of organizational trust with a professional ethics approach in the health system.

This qualitative study used the Foundation Data method (Grounded theory). Data were collected by reviewing upstream documents and interviewing 22 informed experts. The validity of this study was reviewed and approved by the interviewees and professors. The continuous comparison method has been used for data analysis through three stages open, central, and selective coding. MAXQDA 2020 software was used for encoding.

Finally, five main dimensions and ten sub-categories were identified and classified based on data analysis: 1-Causative conditions with two sub-categories; (Structural and legal areas), 2-Contextual conditions with two sub-categories; (Organizational currents and individual competence), 3-Interventionist conditions with two sub-categories; (Environmental factors and administrative Factors), 4-Strategies and actions with two sub-categories; (Cultural and ethical standards and inter-organizational standards), 5-Consequences with two sub-categories; (Organizational and social consequences).

A high level of organizational trust with professional ethics increases job satisfaction and organizational commitment, fosters employee confidence, stimulates participation and data sharing, helps solve problems, facilitates empowerment and adaptability, and enhances learning and organizational innovation. On the other hand, building trust and promoting professional ethics in an organization reduces mental and psychological pressure, assists employees in overcoming hopelessness, facilitates conflict resolution, and ultimately establishes a framework for boosting productivity and organizational performance to provide higher-quality services and products, thereby enhancing social responsibility.

The obligation and commitment of an organization to be accountable to all its stakeholders and the increasing importance of the social responsibility of the organization has led to the fact that in addition to paying attention to their macro-organizational results, the impact of such programs and social responsibility measures of the organization at the micro-organizational level should also be noted. In the present research, an attempt was made to examine the relationship between corporate social responsibility and human resource performance (employees' behavior and attitude) with a different perspective and a more comprehensive approach to answer this question: Can employees' perception of corporate social responsibility promote positive behaviors and attitudes and reduce negative attitudes and behaviors among employees. The present research was therefore carried out with the aim of quantitatively combining the results of the research studies conducted in the field of social responsibility of the organization and the performance of human resources (employees’ behavior and attitude(. The research method used in this study is meta-analysis. After reviewing a large number of articles and research studies, using internal and external databases, 79 articles and dissertations published between 2010 and 2021 were selected. Moreover, a checklist was used in order to meet the inclusion criteria and to extract information related to each study. In order to analyze the data, CAM2 meta-analysis software was used. The results of the research showed that corporate social responsibility with a medium effect size (0/563) has a strong impact on employees’ positive behavior and attitude. Also, corporate social responsibility has a moderate (negative) effect on employees' (negative) behavior and attitude with a medium effect size (-0/319). This research provides important practical concepts. Understanding the social responsibility of the organization leads to a set of desirable attitudes and behaviors in employees and provides direct evidence for organizations and managers to engage in corporate social responsibility (CSR).

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.

Its important to try to apply risk management techniques to reduce risk in customs. The purpose of this research is to develop a model of risk assessment management model using data mining algorithms. This research is based on descriptive and analytical methods based on data mining algorithms and also the present research is of method and nature, qualitative-quantitative type. The statistical population of this research includes experts and policy makers, managers and senior customs consultants of Khuzestan . In qualitative method section, 14 expert managers and senior consultants were considered, 14 expert colleagues of the organization, 10 university professors for the initial extraction of the model in the quantitative part, all managers and senior customs advisors of Khuzestan as the statistical population of the research. Were taken. In both qualitative and quantitative phases, sampling was done judiciously and purposefully. In this research, the decision tree algorithm was used to build a risk management model and analysis of customs data, which is a decision tree algorithm and analysis of customs data from Rapid miner software version 9.1. The results showed that among the risk factors identified in the transit procedure, the currency value is the highest and the type of transit is the least important. Among the risk factors identified in the insurance import procedure is the highest importance and the net weight is the least important, and among the risk factors identified in the net weight export procedure is the highest importance and the currency value is the least important.

Identifying the techniques and dimensions of the strategic approach of Green HRM and providing a framework for it to support the establishment of sustainable development is the goal of this study.

This research has a developmental orientation from a philosophical-interpretive point of view and the research strategy is a qualitative method.The data collection tool is a semi-structured interview.Purposeful sampling method was used for sampling and selection of interviewees.The statistical sample of the study consisted of 12 academic and organizational experts in the field of human resources. the process of analyzing interviews,extracting themes and conceptual codes was performed using the theme analysis method.

A framework was presented in three parts:effective contextual components for the implementation of environmentally friendly human resources methods,dimensions of strategic human resource management and its implications for sustainable development.Green HR Strategic Management Activities In 13 dimensions and 72 concepts,it was identified and concluded that this variable can help to achieve the dimensions of sustainability.

The Low sample size and The confinement of the nature of the sample in the organizational experts section to the human resources specialists of an effective organizational unit for sustainable development may limit the generalizability of the results of this study.

Provides objective evidence for organizations on what activities in the field of Green HR to implement in the direction of sustainable development.It also acts as a guide for managers, attracting attention and guiding managers to invest more in the field of strategic management of Green HR.Article Value:By introducing the methods of strategic management of Green HR and providing a coherent framework,clearly the concept of this variable, better understanding and recognition by researchers adds.

In recent years, the widespread impact of corporate social responsibility (CSR) activities on stakeholders has led managers and experts to pay attention to the discussion (CSR) and employee behavior and attitudes. The purpose of this study is to identify the consequences (CSR) on employees, using the meta-analysis approach. The present study is descriptive in terms of purpose, quantitative in terms of applied use, and quantitative in terms of data. The study population was research, master's theses, and researches published in scientific-research journals conducted during the years (2010-2020) inside and outside the country. Having entered the meta-analysis process as a sample, the data were analyzed using CMA2 software. Among the 18 variables identified, 3 variables (%17) had an effect size below 0.3 and 8 variables (%44) had an effect size between 0.3 to 0.5 and also 7 variables (%39) have an effect size above 0.5. The results show that organizational social responsibility (CSR) has a significant relationship with all 18 identified variables, except (organizational pessimism, gender, and age).

The purpose of this study is to investigate the effect of administrative systems on the process of political development in Iran and Asian countries i.e. Iran, Turkey, and South Korea. The common feature of these countries was authoritarian modernization. In the process of political development, various factors play role; Including administrative systems that are based on political systems. An efficient administrative bureaucracy facilitates the ability and capacity of governments to step on the path of development. In this research, descriptive-survey methodology and comparative studies were used. The data collection tool was a questionnaire and the sample size was 30 people. Its validity was confirmed by experts and Cronbach's alpha test was used to confirm its reliability. Data analysis was performed using structural equation modeling and Smart PLS software. The research findings showed that countries can develop based on the ability to turn the capabilities of their administrative systems into political capacities. Countries could be able to develop that can increase the stability, participation and accountability of their political system and build an efficient, powerful and legitimate administrative system. The results showed that South Korea is in a better position than other Asian countries in the study.

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.

Achieving the goals of country's sustainable development provides a worthy place in the global economy for the country's economy. Also, it is possible to solve the current problems of the society and government through the implementation of the entrepreneurship development strategy. Nowadays, moving towards small and medium-sized businesses is not only an optimal and profitable action, but also in the current situation of the country, it is necessary to achieve sustainable development and it is considered as one of the goals of the 20-year document. In this regard, the purpose of this study is to design a model to enhance the capacity of cluster businesses in the country of Iran in order to increase its presence in international markets with a focus on the role of government. . The findings of this study showed that the roles of government in the development of business clusters are divided into three categories: regulatory, cognitive and normative. Confirmatory factor analysis also confirmed the research findings. The results of the research indicate that policy makers, executives and in general, administrators of clusters, planners of government organizations and active entities in the field of cluster can take effective measures in this regard.

The concept of corporate social responsibility (CSR) has become the dominant paradigm in the field of corporate governance in the last decade, however, some investment managers still consider this as a cost and constraint and believe that social responsibilities do not have significant benefits for the organization. In this regard, this study was conducted using meta-analysis method and with the aim of quantitatively combining the results of previous research in the field of (csr) of organizations and its consequences. The study population was dissertations and articles published in scientific-research journals conducted during the years (2010-2021) in Iran and abroad. The sample has entered the meta-analysis process. Data were analyzed using CMA2 software. Among the 18 variables identified, 3 variables (%17) had an effect size below 0.3 and weak, and 8 variables (%44) had an effect size between 0.3 to 0.5 and average, and also 7 Variables (%39) effect size was above 0.5% and strong. Perceived organizational support, perceived external credibility, organizational culture, creativity, work interaction, organizational identity, and organizational justice were identified as the strongest outcomes, respectively.

The purpose of the present study is to investigate the role of leading companies and business clusters in regional innovation in East Azarbaijan province. The research method is descriptive and correlational. The statistical population of the study consisted of managers and staff of R&D departments, design engineers and development of business clusters in East Azarbaijan province. The data collection tool was a standard and researcher-made questionnaire that was validated by the statistical community after assessing its validity and reliability. Structural equation test was used to test the research hypotheses using lisrel 8.5 software. The findings of the present study showed that the presence of leading companies and business clusters has an impact on regional innovation; also, staff education plays a mediating role. The results of the present study indicate that the presence of leading companies and business clusters plays an important role in improving regional innovation. Also, the education level of the staff improves the innovation in the region. Keywords: Leading company, Business clusters, Regional innovation

Investigating work expectations and preferences of Millennium Generation as a young generation of labor, provides an insight that facilitates the formation of Millennium’s appropriate attraction and maintenance policies for managers. Accordingly, the present study, by systematically reviewing the results of qualitative researches in this area, presented a list of work expectations of this generation and then determined the importance of them by using the Shannon entropy method. This research is descriptive in terms of purpose and is practical in terms of its type. The statistical population of the study consisted of 68 qualitative papers in which 21 cases were entered into meta-synthesis process by using the judgment method. In order to measure the agreement between the two raters, the Cohen's kappa coefficient was used and the CVI index was utilized to assess the validity of the results. Therefore, validity and reliability were confirmed. The results showed that respectively balance between work and life, the opportunity for professional development in work, the existence of a fun and enjoyable working environment, having flexible working hours, challenging job, teamwork, and supportive work environment, more salary and benefits and meaningful job are among the most important work expectations for millennial generation.

Performance-based budgeting is a kind of planning, budgeting and evaluation system that emphasizes the relationship between budgeting costs and expected results. Within performance-based budgeting framework, different administrative departments are accountable based on certain standards of performance indicators,and managers have more authority in determining the best way to achieve the goals. The purpose of this study is to investigate the relationship between performancebased budgeting and improvement of accountability in the administrative agencies of East-Azerbaijan province. For this purpose, performance-based budgeting is defined based on the Diamond Model in three dimensions of planning, cost analysis (ABC), and performance management and one main hypothesis and three sub-hypotheses are set. The present research is applied and descriptive - survey and in order to test the research hypotheses, data are collected through a questionnaire. Regarding the subject and purposes of research, statistical population includes accountables and financial managers of administrative agencies and auditors of East-Azerbaijan Supreme Audit Court who have knowledge on budget. Research data are analyzed using Pearson correlation analysis and regression analysis. Results of research show that there is a significant relationship between the performance-based budgeting and improvement of accountability in the administrative agencies of East-Azerbaijan. Also, the relationship between each element of the performance-based budgeting and accountability improvement is approved.