فهرست مطالب naser hamidi

Considering the importance and role of tax in the economic cycle of the country, in this research we are looking for the design of the tax ecosystem model. The purpose of this research is to provide a model of antecedent and consequential factors of the value added tax ecosystem model, which causes the agility of the supply chain. This research is qualitative and basic in terms of its purpose. Also, according to the method of data collection, it is considered a type of field research. The statistical population of the research is university professors, employees of tax audit offices and senior managers of tax administration in the country. The data collection tool in this study was a semi-structured interview. In this research, theoretical sampling was used and the sample size was 10 people according to theoretical saturation. For the validation of the model, the fuzzy Delphi method was used, and in this section, 16 people were considered as a sample, and according to the results, the indicators identified in the qualitative section were confirmed. According to the results of the research, there are two categories of themes. The main themes were discovered. The first group includes the main themes that have been identified as antecedent or influencing factors on the creation of the VAT ecosystem, and the second group includes the main themes that have been identified as consequential or influencing factors. According to the results of the antecedent and consequent model of the tax ecosystem, factors such as the reduction of tax costs, the tax culture of self-disclosure and the reduction of tax evasion can be important consequences of planning the tax ecosystem.

The fourth generation university is based on educational, research, entrepreneurship and software technology, and the impact of this modern generation of universities is unlikely without motivated human resources.

The purpose of this study was to explain the policy of the country's fourth generation universities towards motivating academic human resources.

This study was based on a mixed qualitative (metasynthesis) and quantitative (FCM) method. In the qualitative stage, 16 concepts have been defined using the theoretical, research and analytical foundations of experts and the analytical model and concepts in Matlab software. The output of the final matrix in the form of high-triangular matrix data for FCM design was entered into Mental Modeler online software and the graphic design model and weights of input, output, degree of centrality and any type of concepts were clarified.

According to the degree of centrality of each concept, professionalization through intelligent specialization as the first factor, excellence based on intra-university transcendence as the second meaningful concept and internationalization through the development of science and technology parks as the third important concept to achieve the optimum policy and use of human resources were introduced in the fourth generation universities of the country. Based on the output of FCM, four scenarios were designed, each of which represented the changes caused by the increase in other components.

Professionalization through intelligent specialization is an important priority in the way of motivating human resources of the fourth generation university.

Cultural managers play a significant role in fulfilling mission of Ministry of Culture and Islamic Guidance as the main institution responsible for cultural issues in society. Therefore, the purpose of study is to present the competency model of future cultural managers of Ministry of Culture and Islamic Guidance using mixed method.

The population of qualitative section are cultural managers of collections affiliated to Ministry of culture with at least 5 years of experience in related positions. They have a degree in culture and master's degree or higher of management. The selection of samples was done using purposive sampling and semi-structured interviews with 7 general questions were continued until realization of saturation in interview 11. Data analysis in three stages of open, axial and selective coding led to the extraction of 98 concepts, 19 sub-categories and finally 7 main categories from the integration of concepts. In the quantitative stage, based on the extracted components, a questionnaire was prepared and given to 280 culture managers. The data were tested using structural equation modeling and Smart PLS software to confirm the validity of existing relationships among model variables.

Based on the final model, individual motivators on general and specialized competence; organizational contexts, cultural changes, general and specialized competence on competence-oriented strategies and competence-oriented strategies influence on cultural development.

Considering the rapid cultural changes in the society, necessary that the selection and appointment of managers in cultural organizations should be done by observing and establishing forward-looking rules.

This research aimed to optimize the technology policy and reduce the costs of technology growth centers at medical sciences universities. Identifying the effective factors in the expansion of technology units facilitates the development and advancement of innovative entrepreneurs through incubators.

The current qualitative research analyzes data collected through structured interviews with 31 individuals from growth centers, administrators of units located in growth centers, and health entrepreneurship experts. In three stages of categorization, the main and sub-categories have been identified. The relationships between the research components were determined using the interpretive structural modeling (ISM) technique.

Based on the results of the ISM, "modeling of technology units for health technology incubators in poor areas" we identified 213 codes of verbal propositions, 25 components and 8 categories which was classified into three levels. The first level is the growth of technological units; the second level includes the infrastructure and planned growth; and the third level includes the indicators of external infrastructure, internal infrastructure, acceptance plan, growth plan, and exit plan.

This study determined the framework and relationships between variables that influence the growth of technology units in health technology development centers at universities in disadvantaged areas. This is the first study to incorporate the internal infrastructure as an independent variable, indicating the effect of compensating for regional infrastructure weaknesses.

The timely production of orders and their delivery to the customer is a competitive advantage that makes production systems and becomes customer satisfaction. Balancing the load of orders on work stations, reducing the time of the production period and minimizing the cost of human skills and access to machines can be components in the cases of balance of production lines. In this article, by addressing the above components of the mathematical model, several objectives for checking the online load balance are presented. Solving the mathematical model is done by introducing the combined meta-heuristic algorithm of multi-objective genetics and ant milk, this solution method selects the fittest parents based on the fitness of the initial population by using the feature of selecting the initial population and having the search memory to find quality answers at the right time. produces. The results obtained compared to the previous online load balancing methods show that the production time and load balance on the workstations have been improved.

In today's era, organizations are considered as one of the most important social institutions and they are responsible for the society, and the promotion of their moral leadership depends on the identification of effective factors on the promotion of social responsibility of employees. With this approach, the aim of the research is to present a model of ethical leadership with an emphasis on social responsibility in the organizational development of the police, so that it can take a step towards the organizational development of this effective social system in the society. The current research is mixed (quantitative and qualitative) in terms of method. The size of the statistical population under study is 5000 senior and middle managers of FATA, Traffic Police and International Police of the police force, and according to Morgan's table, the sample size of the research is 357 senior and middle managers of the police force, who after extracting the questionnaire by 7 experts have been answered by the sample size using the Delphi method in three periods. By using the qualitative data obtained from exploratory studies, the components of ethical leadership and the components of organizational development and social responsibility were identified and through the contextualization of the evaluated factors and by forming the matrix of the obtained data, the ethical leadership model was obtained. The best-worst and copras methods were used to analyze the data. According to the findings of the research, among the dimensions of social responsibility, the environmental dimension had the highest rank among the variables. Among the variables of moral leadership, characteristic traits had the highest rank, and the dimensions of moral awareness, empowerment of subordinates, and people-oriented-community oriented dimensions had the next ranks, respectively. By using this model, the organization can examine its ethical leadership position by measuring and prioritizing variables. The current research emphasizes the dimensions of social responsibility on ethical leadership in the organization to lead to organizational development.

The present study aims to answer this question, what are the themes of dealing with corruption in Iran's administrative system, and in this regard, seven documents related to the issue of corruption in Iran were identified, and the researcher, by carefully examining and studying these documents, first counted the related concepts and the integration of concepts that had a common semantic load, paid attention to the explanation of the main themes and then the organizing and inclusive themes. The current research is fundamental in terms of its purpose, in terms of the method of qualitative research, which can be included in interpretive research, and in terms of strategy, thematic analysis method was used, and the method of data collection was through the study and review of documents. Based on the findings of the research, the number of 52 concepts, 18 main themes, 13 organizing themes and 7 comprehensive themes regarding the fight against corruption were explained and then the network of themes that shows the relationship between the fundamental concept on which the research is based and the inclusive and organizing themes, was designed.

Globalization and, consequently, intensifying the competition between banks and financial institutions in domestic and foreign financial markets increase significantly the importance and requirement of strengthening and modifying systems in financial enterprises. Banks are no exception. Credit risk assessment is one of the most significant components of the granted facilities process. Small and medium enterprises are the majority of customers of commercial banks; hence, it is possible that designing a credit risk system considerably helps banks to manage credit risk.This study aims to introduce a new approach to predict and assess the credit risk of small and medium-sized enterprises. To this end, we identified the indices effective on the credit risk of medium and small-sized enterprises and determined significant indices by selecting the feature. We selected 98 cases of medium and small-sized legal clients in the industrial sector for research data from one of the commercial banks during the years 2018-2020. We then implemented the logit regression models, artificial neural network, and hybrid model (fuzzy expert system, logit, and artificial neural network) in order to predict and assess customers' credit risk and also calculated the accuracy of the models. Ultimately, we have designed the program applying visual studio software. We calculated the customer using logit regression models, artificial neural network, and hybrid model according to the designed program by inserting each customer's information and we also determined credit rating and type of collateral of each customer based on customer risk.

managers' ethical and immoral behaviors are influenced by their beliefs and personality traits . Present study aims at investigating the role of self efficacy, Locus of control, and the personality traits on opportunistic Earnings management. The statistical population of the present study includes the accountants and financial managers of companies listed on the Tehran Stock Exchange in 2009, of which 352 were selected as the final sample by random samplingobtain data were analyzed using Smart PLS3 software and Structural Equation Modeling . the results of statistical analysis showed that dark personality traits( Narcissism ,Machiavellianism, Psychopathy ,and Sadism) have a positive and significant effect on opportunistic Earnings management. While, cognitive characteristics of self-efficacy and Locus of control have no significant effect on opportunistic earnings management. Research findings also showed that self efficacy has significant negative effect on personality traits including Machiavellianism, Psychopathy and Sadism, and Locus of control has a significant negative effect on personality traits including Narcissism ,Psychopathy, and Sadism. The results of this study confirmrd that cognitive characteristics are among the factors influencing dark personality traits. dark personality traits in turn are among behavioral factors which influence opportunistic Earnings management. Therefore, by understanding and recognizing the psychological components that affect the performance of managers and especially the fraudulent behavior of managers, it is possible to help advance preventive measures in this area.

The recent challenge for organizations in new workplace is to focus on the productivity of work practices in the organization. Since employees are considered as the main intangible resource of the organization, paying attention to the optimal use of modern working practices can reduce the risk of responding to external stimuli. It can ensure the productivity of human resources in achieving the goals and improving the performance of the organization while achieving the internal fit of the system components. In the present study, with a method based on nonlinear modeling, it is possible to optimize an array of native components and their dimensions as black boxes between teamwork and organizational performance, according to two factors: adequacy and complexity.By evaluating the views of more than 80 human resources experts, out of 16,383 combinations, the optimal array with the most effective role of the components of work conscience, spirit of cooperation and social adjustment and empowerment in the relationship between teamwork and performance of the studied organizations was introduced. By examining the ideal error composite statistics index, the elimination of the dimensions of "group and social relations" and "control of organizational decisions" from the last two components, respectively, can be considered as the optimization factor of the array.

Today, industries, especially the banking industry, are facing a much more complex environment than before, and in order to gain a competitive advantage, they have to adapt to changes in the environment. The comprehensive banking model is one of the most important new banking approaches implemented in many world-class banks. The research has expanded the role of banking in our country's banking industry by presenting a comprehensive banking model. The statistical population is the banking system of the country. The banking industry of the country and the application of BWM techniques, fuzzy graph, fuzzy demitel, scenario writing, etc., the relationships of the components were determined and the final structure of the model was presented. Comprehensive banking was identified in three operational levels: low, medium and high, which were provided to experts using fuzzy graph method to start fuzzy dimethyl stages. Then, using the hybrid method of fuzzy dimethyl and fuzzy graph, the relationships of 11 factors in comprehensive banking were determined and in the next step, the coefficients obtained from the fuzzy graph were provided to experts and the steps of structuring the factors were performed by fuzzy dimethyl. Factors of employees 'ability to make decisions Acceptance of responsibility in decision execution Employees' access to tools related to decision-making and implementation and control based on feedback were highly interrelated, and rewards of participation training were more interdependent than the previous two categories.

The role of the Ministry of Culture and Islamic Guidance as the main institution responsible for cultural issues has increased the importance of employing competent cultural managers in this organization. Therefore, the purpose of this study is to present the competency model of cultural managers of the Ministry of Culture and Islamic Guidance using qualitative research method and systematic grounded theory. According to the applied objectives of the research, The statistical population includes the directors of the Ministry of Culture and Islamic Guidance, and in particular the general directors and cultural deputies of the provinces, the heads of the Department of Culture and Islamic Guidance and the cultural directors of its affiliated groups with at least 5 years of experience in related positions. They have a degree in culture and a master's degree or higher of management. The selection of these samples was done using purposive sampling method and semi-structured interviews with 7 general questions were continued until the realization of saturation in interview 11. Data analysis in three stages of open, axial and selective coding led to the extraction of 98 concepts, 19 sub-categories and finally 7 main categories from the integration and classification of concepts. Based on the proposed model, the general and specialized competence as a core category; individual motivators as causal conditions; The organizational contexts as a context conditions; cultural change as interferer conditions; competent-oriented strategies are considered as a strategy and finally Cultural transformation and development as a result of the implementation of strategies.

Considering the importance of employee creativity in the health sector of the country, optimal use of creativity strategies seems essential. Therefore, the present study seeks to identify the drivers and barriers to creativity, as well as identifying the importance and performance of each of the drivers in the country's health sector and drawing their importance-performance matrix. Therefore, the current research is categorized in the group of exploratory researches and in terms of data collection method, it is Delphi. based on the limitations of the researcher to conduct the research, the statistical sample is selected from the statistical population. In the present study, 15 experts in the fields of resource management and human development and psychology, as well as 83 human resource managers of medical sciences universities of the country, were present. The research questionnaire is derived from interviews with human resources experts and is actually a summary of their opinions about the influential components in creativity. The research findings show that leadership style, organizational structure, individual factors, laying the base for the emergence of creativity in the person and the support of senior management are among the influential and very important factors in the promotion and development of creativity in the country's health sector.

Playing the role of human resources in the agility of Iranian economic organizations requires an explanation of the pattern and combination of human resource management activities that this study seeks to understand what these dimensions, components and also their composition. This research is from the perspective of developmental goal, and in terms of descriptive and survey method. The statistical population of the present study consists of experts and specialists of the Social Security Organizatio who were selected using random sampling method. 9 dimensions of agility, 5 dimensions and 30 components of human resource management were obtained from reviewing the literature and experts' opinions. The identified components were screened in three steps by Delphi technique. Then, using (BWM) method, the significance coefficient or weight of the components was obtained. From the combination of dimensions and components, the model of human resource management in agile economic organizations of Iran was obtained.

This research has been carried out in order to optimize technology development policies and reduce the costs of health technology development centers in universities of medical sciences. Identifying the influential factors in the growth of technology units helps the growth centers to more efficiently use the growth of knowledge-based companies and the development and progress of innovative entrepreneurs as a host environment for technology growth.

The current study is a qualitative research that was conducted by extracting qualitative data through semi-structured interviews with 31 managers of growth centers and managers of units located in growth centers and experts in the field of health entrepreneurship. It has been coded and categorized in three stages and the main and subcategories have been identified.

The results show that for the growth of technology units in health technology growth centers, two basic variables of the growth center program and infrastructure have an effect on the efficiency of the centers and the growth of the units. This is despite the fact that according to the regional capacities of Type 3 medical sciences universities in the country, growth program factors have introduced more categories and less focus has been placed on infrastructure, so the growth plan is good. It can have a bigger share.

This research shows what categories are expected from the growth plan and infrastructures of health technology growth centers in few universities.

The social organizations that have tasks need human resources to achieve the highest level of productivity. In order to playing role human resources in the organization's agility in the Iranian administrative system, it requires to explant a pattern. The purpose of this study is a combination of human resource management activities in the Iranian administrative system with the focus on agile social organization. This research of method is descriptive and survey, and in terms of purpose, it is a development. Data were collected by library and field methods. 9 dimensions of agility, 5 dimensions and 30 components of human resource management were obtained by reviewing the literature and research background and expert opinion. The identified components were screened in three stages using the Delphi technique. Then using the best-worst (BWM) method, the importance factor or weight of the components for agile social organizations was obtained. Finally, by combining dimensions and components, the model of human resource management in agile social organizations in Iran was obtained. The highest degree of importance among human resource management dimensions was "absorption", and also among the components was “Selecting based on meritocracy, meritocracy and centralized selection".

Human resources has been one of the most important factors affecting the agile organizations of the future. The purpose of this research is to present a model of human resource management in agile future organizations and to determine the coefficient of importance of dimensions and components. Explaining the dimensions of human resources and the dimensions of agile organization and prioritization of these dimensions and components in the studied organizations is one of the innovation and value-added contribution of this research.

This is a developmental and descriptive-survey study in terms of goal and methodology, respectively. From the literature review and research background as well as the opinion of experts selected through purposeful sampling, the dimensions of agility and the dimensions and components of human resource management were screened in three stages using the Delphi method and using the best-worst method. Founds : From the results, 9 dimensions of agility and 5 dimensions and 30 components of HRM were obtained. From the combination of dimensions and components, the model of HRM in the agile organizations of the future was obtained. According to the model, the most important dimensions of the HRM are recruitment and selection based on meritocracy, competence and centralized selection in terms of components.

According to the results of the study, it is necessary in agile future organizations to observe the rules of recruitment and selection of staff as the most important component of the effort, to emphasize meritocracy in the employment of individuals.

Abstract
The present research was carried out with the aim of identifying and prioritizing indicators of positive organizational behavior based on the positive human resources architectural model in Qazvin University of Medical Sciences. In the positivist human resources architecture model, the organization categorizes employees using the three main dimensions of strategic value, unique value, and positive behavior value, and selects the appropriate strategy for each group. Positive human resources architecture is the process of determining and combining the elements of human resources management and positive organizational behavior in order to create and present an image of the organization's human resources, in which the harmony between the behavior of employees, the human resources system, human resources activities, the missions and goals of the organization is evident and be noticeable.
The structural nature of medical universities is different from other organizations due to their special tasks. Risk of environmental changes affecting this organization due to the breadth and diversity of duties and the special role it plays in the health of society and also the importance of duties, diversity of manpower in terms of knowledge, attitude and skills and expertise, the geographical extent of service and direct interaction with All sections of society, rapid change of technology, rapid change of social needs, etc. have both parameters of high Frequency and Severity. As a result of these changes, the human resources of this organization will be no exception to the impact of changes. With this view, paying attention to the characteristics and occupational and psychological differences of the staff can help the university in advancing the goals, providing services tailored to social needs, as well as flexibility in the face of environmental factors.
Case study
Qazvin University of Medical Sciences has taken important and extensive measures to protect and retain staff. But the competition in recruiting and employing human resources in human resource management and the different needs of employees has caused attention to psychological aspects in this sector to become more and more important. Since the University of Medical Sciences has an important role in maintaining health, the efficiency of health services and mental peace of citizens in need of medical services, Is necessary and essential the presence of human resources that have psychological characteristics appropriate to the type of job and have the necessary capabilities to do things.
Extensive studies in the field of human resources have been done in the University of Medical Sciences, but according to the scope of the researcher's studies, lack of attention to the priority of positive behavior dimensions and the importance and distinction of these dimensions in each occupational groups of human resources architecture model by adding positive behavior dimension to the HR architectural model, Developed the Positive-Behavior Based Human Resource Architecture Model, ​were identified as research gaps. In order to fill the existing gap and show more precisely the dimensional differentiation, the prioritization of the positive behavior dimensions in the occupational groups of the human resources architecture model was examined as a basic model to identify and priority the position of each dimension. With this approach, human resource strategy can be designed in any of the Occopation groups and by focusing on grroups with higher positive-behavior value that have been identified and introduced in the positive-behavior based human resource architecture model, the waste of organizational resources can be avoided (Iravani, Alvani & Hamidi, 2021).
Conceptual framework
The Positive-Behavior Based Human Resource Architecture Model is a combination of HR functions, topics and tools that are geared towards creating and delivering value to customers, employees and stakeholders as well as the community. By combining the three indicators of strategic value, unique value and positive-behavior value, positive-behavior based human resource architecture model provides an integrated configuration of the strategic characteristics of human resources, employment modes, employment relationships and psychological state. the Positive-Behavior Based Human Resource Architecture Model consists of three elements: the task or function of human resources, human resource chapters, and human resource tools. These elements are used in the definition of the Positive-Behavior Based Human Resource Architecture Model. Positive Organizational Behavior: Develop and study the strengths of a positive human resource and psychological capacity that can be measured and effectively used to improve performance in today's management work environment. In positivist organizational behavior based on the positivist psychological capital model, four indicators of hope, resilience, self-effecacy, and optimism have been used (Luthans, 20111, p44).
 Statistical population: The study population was senior managers and middle managers of Qazvin University of Medical Sciences that 15 people were selected by judgmental sampling method to answer the questionnaire and their opinions were received. The standard questionnaire of psychological capital (Lutans and Avi, 2014) was used to collect data and the priority of the positivity index was identified in the four groups of the positivist human resource architecture model. Due to the use of the standard psychological capital questionnaire, the validity and reliability of this questionnaire has been measured and confirmed by its authors (Lutans, Ave, 2014). The chi-square ratio of this test is 24.6 and the CFI and RMSEA statistics in this model are 0.97 and 0.08, respectively. According to the data type, gray theory was used to convert qualitative data into quantitative and quantitative model testing. Gray numbers are uncertain and usually qualitative. Due to the status of the output numbers, the scores are "indistinguishable" in gray. Due to the inseparability of the data, triangular fuzzy numbers were used to increase the measurement accuracy. Thus, each variable declared by the experts will be equal to a triangular fuzzy value with three numbers lower limit L, medium limit M and upper limit U. The shape of a triangular fuzzy number is displayed as M = (L, M, U). Experts' opinion was transformed into triangular fuzzy numbers using the fuzzy geometric mean method. Therefore, after applying the triangular fuzzy mean to the six sets of questions, the opinion of each expert became 4 fuzzy numbers. Next, the decentralization of the center of gravity method was performed. The numbers were bleached using this method and the research was continued quantitatively. Positiveness criterion ranking was performed using qualitative data that became quantitative data in each occupational group.
Discussion and By entering the data obtained from the basic models of human resource architecture and the model of psychological capital into the model of positivist human resources architecture, the order of priority of the dimensions of positivism in the occupational groups is identified as follows:In knowledge-based employment, the priority of positivity indicators are: the first priority is self-efficacy, the second priority is optimism, the third priority is hope and the fourth priority is resilience.
In  job-based employment, the priority of positivity indicators are: the first priority is hope, the second priority is self-efficacy, the third priority is resilience and the fourth priority is optimism.
In contractual employment, the priority of positivity indicators are: the first priority is optimism, the second priority is hope, the third priority is self-efficacy and the fourth priority is resilience.
Among the partnership arrangement, the priority indicators of positivity are: the first priority is resilience, the second priority is self-efficacy, the third priority is optimism and the fourth priority is hope.
According to the priorities obtained from the method of gray theory and fuzzy triangular, positive behavior priorities were identified and priorities in each of the job groups. The priority of the positive behavior index in Qazvin University of Medical Sciences is in the contractual employment related to the self-efficacy index, in the knowledge-based employment related to the optimism index, in the partnership arrangement related to the resilience index and in the job-based employment related to the hope index.

The purpose of this study is to identify and determine future organizational strategies in the Imam Khomeini Relief Committee.

In terms of methodology, it is a combination (qualitative - quantitative) study. In the first stage, organizational strategies were extracted by grounded theory method through open coding, axial coding and selective coding and then were confirmed after accreditation by nine experts of university professors. In the second stage, using Dematel technique, the causal relationships, effect, influence, direction and intensity of the effects were identified.

The evaluation of Dematel technique has shown that the e-government development strategy is the most effective and the promotion of administrative health is the most effective. Productivity promotion strategy (organization and human resources) among the eleven research strategies has the most relationship or interaction with other strategies. Also, out of eleven strategies, four strategies are causal variables and seven strategies are disabled variables.

The research findings show that the four strategies of streamlining the administrative system, developing e-government, improving productivity and economizing the services of the organization as causal variables are the most effective strategies that help the Imam's Relief Committee in the future. Through them, it can effectively manage the deprived and the needy. Accordingly, the researcher has localized these strategies by segregating and nationalizing organizational strategies, and has determined the most compatible strategies for managing public organizations in the future by influencing and designing an appropriate impact map between the strategies.

Incubators are Facilitating systems for developing innovation and Entrepreneurship. These centers which have been highly regarded and continuously increased their number are prevailing motivator for economical and regional development. However, current models for incubators which are introduced in the technical literature are not coherent and each of them focused on an individual aspect of this issue. Therefore, a holistic process model is required to explain progress process of technology units and consider success parameters which are the significant gap in the technical literature in this field. Considering the above-mentioned gap, this research work is aimed to introduce a hybrid model of model collections and components which are presented in the literature by using research synthesis method. For this purpose, this study presents a comprehensive classification of incubators' model in which 112 findings in terms of 25 components and six primary fields are identified. For introducing process model of incubators' success, findings are exactly described in terms of practical and comprehensible concepts. This model which is structured in three phases including Pre-incubation, Main- incubation and After-incubation, investigates the organizational mechanisms with a process approach to improve the efficiency of incubators during the different incubation processes. External environment and local context are implemented as influencial factors.

The aim of this study was to investigate and prioritize leadership Substitutes in Qazvin University of Medical Sciences with a view to organizational mission. Leadership successors have questioned the need for leadership in some situations. In such a way that some of the conditions can be considered as a substitute for leadership.The method of this research is quantitative in terms of the nature of the data; In terms of purpose, it is practical.

The role of leadership in fundamental change in the organization today is more important than ever. New theories of organizational leadership open up new horizons every day in how organizations are managed and move in the direction of growth and development, and give managers and leaders the knowledge they need to cope with environmental change.Today, due to changes in human resources in organizations, and with the specialization and knowledge of human resources, the type of leadership in the organization will undoubtedly change and the need for a leader in the organization to perform tasks other than further leadership is felt.

Case study

The University of Medical Sciences, as an important focus in the field of health and wellness of the country, is no exception. The University of Medical Sciences, as an important hub in the field of health and wellness of the country, is no exception. As the University of Medical Sciences has a variety of missions in the fields of treatment, health and medical education, it requires specific leadership styles. To be able to use the capabilities, expertise and experience of its staff, who are professional employees with a high level of knowledge and skills, to be more and more successful in carrying out their missions and be able to retain their employees in the competitive world of organizations.

Theoretical framework

The theory of leadership successors was first proposed by Kerr and Jermir in 1978, and suggests that the need for leadership is questionable in some contexts.This theory has been called the theory of leadership successors and claims that some conditions can be considered as a substitute for leadership and make the leadership task unnecessary, as an example of indifference to organizational rewards or the existence of cohesive working groups are among the factors. According to this theory, they can question the need for leadership (Alwani, 2016: 153). Substitutes for leadership are a wide range of individual, work, and organizational characteristics that affect the relationship between leader behavior and the satisfaction, morale, and performance of subordinates (Kerr and Jermir, 1978: 388).

The statistical population consisted of 37 senior staff members, of which 33 were selected by convenience sampling method using Krejcie and Morgan table and also 7 organizational experts of Qazvin University of Medical Sciences were selected by judgmental sampling method. The validity of the questionnaire was assessed by face and content validity methods.Cronbach's alpha method was used to evaluate the reliability of the questionnaire in this study. Since the calculated alpha value for all components is higher than 0.85, it can be concluded that the research questionnaire is sufficiently reliable.One-sample t-test was used to analyze the data in the quantitative part and also Mikhailov fuzzy hierarchical analysis method and Lango software were used to rank the leadership substitutes.

The results of the analysis of research data indicate that in Qazvin University of Medical Sciences, missions to provide specialized and efficient manpower required by the country and to provide, efficient production and distribution of financial resources can not be done without a leader, because none of the characteristics Job, organization, individual and value can not replace the leader to carry out these missions.In contrast, participatory missions in providing, maintaining, and promoting community health and providing health services can be performed entirely without a leader, as all four occupational, organizational, personal, and value characteristics can replace the leader in carrying out these missions. Also, in science and technology production missions in the fields of health care and medical education and the production, provision and dissemination of health knowledge at the global level, job, personal and value characteristics can replace the existence of a leader to do it.In the mission of sponsoring and providing health services at the regional, national and provincial levels, individual characteristics can replace the leader in carrying out this mission.

Thus, the results of this research in Qazvin University of Medical Sciences showed Mission and provision missions, providing health services at regional, national and provincial levels and producing science and technology in the fields of health and medical education and participation in providing and maintaining and promoting community health and providing health services and production, supply, dissemination of health knowledge At the global level, it can be done with leadership Substitutes. Missions to provide the specialized and efficient manpower required by the country and to provide, produce and distribute financial resources efficiently with leadership Substitutes cannot be done. Among the variables that make up leadership Substitutes, personal characteristics have the highest priority, value characteristics, job characteristics in the second and third ranks, and the last priority related to organizational characteristics.

Balanced Scorecard offers a diverse set of performance indicators in four groups, including financial performance indicators, customer indicators, business process internal indicators and growth and learning indicators. The use of a balanced evaluation model has made good progress in evaluating organizations, but nevertheless, there has been a large gap in the field of social responsibility and ethics, and the developed model has been a response to this gap. This research seeks to design a developed model for evaluating the performance of government organizations.

In this research, the exploratory method and the field branch are used; Data collection was performed by field method and paired comparison questionnaire tool and then using multi-criteria decision making models (MCDM) and AHP model with fuzzy approach, the weight of the obtained indicators was normalized and displayed in five main areas as a dashboard. The statistical population of this study also consists of ten experts in the field of public administration in Tehran, who have an associate degree or higher with a history of more than ten years and have been selected by judgment.

The final weight of the criteria showed that at the level of senior managers, the criterion of "relationship with profiteers", at the level of middle managers, the criterion of "equality of social rights and non-discrimination" and at the level of basic managers, the criterion of "workplace accidents" have the highest priority and importance and the criteria of "product reliability", "customer satisfaction index regarding product delivery time" and "number of complaints", respectively, have the least importance among senior, middle and grassroots managers. The results showed that by comparing the final weight of the criteria in the whole model, the criterion of "workplace accidents" has the highest and the criterion of "number of complaints" has the lowest weight in the identified criteria.

The present study aimed at presenting the elements and characteristics of human resources’ supply and recruitment at fourth generation universities, through a mixed method and the meta-synthesis approach. The qualitative part included all related scientific works (212 retrieved works). Adopting Sandelowski and Barroso’s (2007) method, the initial screening availed 52 works, and after the second screening based on CASP, 39 documents were finally entered into meta-synthesis coding. The conceptual modeling and opinion polling stages included 12 experts and managers in the field of human resource management. Main categories’ reliability was 0.64 based on Kappa formula. The relative content validity coefficients for the categories of recruitment based on value creation for internal capacities, value increase for external talents, and cyberspace of recruitment were 1, 1, and 0.66, respectively; all greater than the minimum value (0.79). In the quantitative process that was based on descriptive and documentary methods, the analytical model of the study was proposed using the opinions of experts and evaluation of CVI-CVR. The findings confirmed the study model with 3 sub-categories, 9 concepts, and 76 codes. Finally, we maintain that the recruitment function at fourth generation universities of Iran, in accordance with the indicators of the proposed model, should be one of the priorities of the application of recruitment in the human resource management process at claimed fourth generation universities our country.