seyed mehdi alvani

One of the ways to develop any science is to rethink of its foundations and assumptions. Considering the increasing progress of various sciences in the new era, and the weakening of humanities, the necessity of rethinking in humanities is a vital matter, Since the human sciences are directly related to the knowledge of man, as the role of man in the new age has become more prominent, one should seek a more complete knowledge of humans at the individual and the social levels. Unfortunately, despite the multifaceted nature of human existence, the presuppositions governing the present humanities are still dominated by positivist paradigms, and when it comes to other perspectives such as exegetical or postmodern, they remain at the level of slogans, and researches and theories are limited. But the science of physics, by entering into some philosophical and metaphysical concepts, is moving towards a unitary paradigm. Unitarian theories of physics, which emphasize the multi-dimensional nature of existence, present a new point of view in which the inability of experience or human mind to recognize a phenomenon does not mean that it does not exist. In this research, with the help of content analysis method, we investigate the existing gaps in the five paradigms of the contemporary science, and in order to solve these gaps, we introduce unitary ontology.

The purpose of this research is to present a model of technological entrepreneurship development in the banking system based on the open innovation approach. The current research has a fundamental goal and a practical approach, and the research method is mixed and content analysis. The statistical population of the qualitative section includes professors and experts in the field of technological entrepreneurship, and the sampling method in this research is a snowball sampling method, so that the data collection continued until reaching the saturation point, which is 18 people. and also the statistical population in the quantitative part includes managers and assistants of Tejarat Bank in Tehran province, and the sampling method in this research is simple random, and the sample size is 313 people based on Morgan's table. The method and tools of data collection in the qualitative part are semi-structured interviews and in the quantitative part are researcher-made questionnaires. In this research, descriptive statistics and inferential statistics were used to analyze the data and achieve the aforementioned goals. Statistical methods for analyzing and analyzing the information available in the data set is factor analysis or factor analysis, which was used using the structural equation method (SEM) and Lisrel software. Finally, the research model was measured and fitted. The research results showed that the fit of the research model is significant for t-coefficients above ±1.96 to ±2.58 at the 0.05 level, and t-coefficients above ±2.58 are significant at the 0.01 level. The path coefficients and the explained variance of the research variables and the fit indices obtained for the tested model show that the RMSEA index in the estimated model has an acceptable level with a rate of 0.064 and other fit indices such as CFI, GFI, NFI, and AGFI is equal to 0.97, 0.94, 0.95 and 0.92, respectively, and these characteristics of good fit show that the data of this research fits well with the factor structure of this model.

Societies have become increasingly complex; fragmented; dynamic and variable, and different forms of governance have been created to address new governing challenges. Governance networks which in general facilitate flexibility; speed and innovation in the government, compared with traditional governance forms, are necessary to meaningfully govern smart societies. The popularity and scope of governance and policy networks researches and practice continues to expand from its divergent foundations, assumptions and methodological positions, and at the same time, it is rife with disparate typologies and conflicting terminologies, so that there is no a generally agreed definition of them. The main purpose of this research is to collect; summary; assessment; and the development of the theoretical literature related to epistemology and the challenges of governance networks and policymaking with an inductive approach and using the qualitative method of metasynthesis. The research sampling method is purposeful sampling, articles and studies have been selected that can answer the research question. For regular search of samples from different informational resources and scientific databases have been used and after qualitative analysis of selected articles and studies, common themes and concepts were extracted in relation to the subject of the research are recorded and by re-reading several times, the basic and common themes in all studies are combined together; and the dimensions and factors affecting the subject of the research have been extracted and presented, as well as suggestions for further studies and researches in this field have been presented. The conclusion of the research includes this fact that the growth of the complexity of public issues; It has made necessary the use of different types of governance and policymaking networks, despite the existence of challenges in these networks, in line with the implementation of section 10 of the third article of the country's constitution.

Despite the strengths of the new public governance, researchers have noted the necessity of governance over network governance or meta -governance and ensuring the achievement of public interests and the effectiveness of network actors' activities. But some theorists have considered meta -governance as governance over any governance mode, which is the subject of future research. This research seeks to find the meta–governance model of the existing governance system of the petrochemical industry and solve the challenges related to the lack of a central strategy. Pattern extraction with the help of structured grounded theory method and through in-depth interviews with 22 people (snowball sampling and the necessity of theoretical sampling) from experts and managers in public and private sectors of industry as well as NGO and the initial and centralized coding and analytical notes were done. The 20 theoretical categories found in three clusters and with a systematic connection, have depicted the model of the meta -governance of the industry. The results of this research put meta -governor responsible for designing, steering and evaluating the governance system of the industry by explaining the composition of governance and the role of actors, policymaking and macro planning of the industry and the formulation of functional and professional requirements and criteria; Embedding frameworks and implementing coordination and ensuring the alignment of activities with macro plans; Facilitation of financial resources, information and infrastructures, as well as efforts to empower and find solutions And finally, the actors should be held accountable for the realization of the policies, macro plans, the requirements and standards, and by obtaining feedback, meta -governor should demand reforms and force them if necessary. Applying this meta-governance is possible through amendments in the superior documents and the structure and revision of the duties of the organizational units (at different levels) of the headquarters of the Ministry of Petroleum and the National Company of Petrochemical Industries of Iran.

The purpose of this research is to investigate the factors affecting Iran’s tourism industry with a sustainable development approach.  The statistical population in the qualitative research includes experts and specialists in the tourism organization and professors with proficiency in the field of tourism, and the quantitative research comprises the experts of tourism development in the tourism organizations of Iran. The sampling methods in the qualitative and quantitative studies are purposeful and random stratified, respectively. The method of data collection in this research is based on library studies, a review of relevant texts and literature, and field-based and data collection is performed through interviews and questionnaires. Non-probability purposive sampling was applied to select the interviewees, and during this process, experts were tried to have practical experience in addition to theoretical knowledge. The results of the research demonstrate that based on the Dalala technique, the institutional criterion is the most effective and the sustainable human resources index has a very high level of effectiveness, and the criteria of sustainable human resources have the most interactions with other criteria studied. Furthermore, based on the structural equation technique, it was determined that all the identified factors have a significant impact on the development of the tourism industry.

The aim of the current research is to present a policy model in the field of employment. This research is qualitative-exploratory with the Strauss and Corbin method, applied, interpretive and inductive data approach. Fourteen academic and executive experts formed the statistical community of the research. The data obtained from them were analyzed in three stages of open, central and selective coding and 170 primary codes were extracted and 39 categories and 14 concepts were counted. In this way, the considered model with two causal factors; Organizational and extra-organizational, three factors as a central phenomenon; Parliament Labor and Social Affairs Commission, Ministry of Cooperation, Labor and Social Welfare and technical and professional institutions, two intervening factors; structural and executive, two background factors; hard and soft, two strategies; the actions of politicians and the actions of the private sector and non-governmental organizations and finally the three concepts of consequences; Infrastructural, operational and cultural-social was formed.

The purpose of this research was to identify the components of improving the mindfulness of‎ managers in Iran's government organizations. The current research method is mixed (qualitative and quantitative). In the qualitative part, 20 people were selected using a targeted method, and in the quantitative part, 300 people were selected using the table of Karjesi and Morgan (1970). The data collection tool in the qualitative part is in-depth and unstructured interviews, and in the quantitative part, a researcher-made questionnaire with a reliability coefficient of 0.92Is. To analyze the data in the qualitative part, the data has been used using the microscopic method during three stages of open, central and selective coding with the help of MAXQDA2020 software and in the quantitative part with the help of SPSS and Smart PLS software. The findings of the research show that this model is in the form of 26 main categories and 180 variables, including the promotion of managers' awareness in government organizations as the core or main category of the model; Causal variables (threatening stimuli, encouraging stimuli, feelings and emotions, abilities); contextual variables; Intervening; and finally consequence categories (attention and concentration, awareness of experiences, awareness and transformational management) were placed.

Organizations in today's changing world, according to the changes and transformations that have occurred in various fields, should institutionalize the organizational culture among their employees. It seems that the need to transform the administrative system is felt more than ever, and for this purpose, identifying its issues, problems and challenges is a priority. The problems and challenges of the administrative system have several parts, one of which is the culture of service. Therefore, this research has been carried out with the aim of formulating a model of institutionalization of service culture in Iran's government organizations, which has been carried out in terms of practical purpose and using thematic analysis method. The participants in the qualitative part were 15 experts and experts in the field of public administration based on the non-probability judgment method. And by implementing it in MAXQDA software, the components have been identified and summarized. The results have shown that in terms of organizational factors, the components of service education and learning, leadership and management of employees, and management and power approach have the most meaning and importance. In terms of environmental factors, policy making, public interests and participation, religious beliefs and behavior, identity and human values have the most meaning and importance. As a result, government organizations identify the components of the service culture and based on them design solutions to improve and institutionalize the service culture in employees and start training them. In government organizations, the desired culture of service, which includes organizational, individual and environmental factors, should be based on learning the culture of service (stories, rituals, physical symbols, special privileges, code language and training) and the continuity of the culture of service (selection, sociability, high management and strengthening values) to institutionalize the desired service culture in the organization  (training, rewards, rules and regulations, transfer). According to the results, it is necessary to plan to improve the dimensions and components of institutionalizing the culture of service in government organizations, and on the other hand, the components of the culture of service that are more important should be institutionalized and stabilized by managers in the organization with appropriate methods.

The water scarcity issue in Iran has transformed into a complex challenge, necessitating innovative solutions for its resolution. However, no solution, even with innovation, can be guaranteed as absolute. Hence, collaboration among institutions and stakeholders in prioritizing and devising effective solutions becomes a pathway to getting closer to addressing the issue. This research examines collaborative governance as a solution for the water problem in Iran. The main objective of this paper is to identify components and develop a comprehensive framework for collaborative water governance in Iran. From a framework development perspective, this research is considered foundational, but due to its practical problem-solving contributions, it also falls into the category of applied research. To achieve this goal, a descriptive research approach was employed, involving interviews with 18 water governance experts. The data were analyzed using thematic analysis. The subject scope of this study encompasses an examination of collaborative water governance from context to outcomes, with a temporal scope covering the literature on water governance in Iran over the past two decades. The main components identified include “context”, “drivers”, “principled engagement”, “shared motivations”, “capacity for joint action”, “tensions”, and “outputs”, with 32 sub-components extracted. Ultimately, this study indicates that collaborative governance must consider these components to facilitate the achievement of sustainable water resource goals through effective engagement and the cultivation of shared collaboration incentives.

The purpose of this study is to design a community-based human capital management model with a sustainable development approach. This is applied research that has been done with an exploratory strategy and a qualitative method. The method used is theme analysis and statistical population of the research consisted of managers and experts of the Ministry of Industry, Mines and Trade and Department of Environment and Texts containing the opinions of experts on websites. In this research, snowball sampling method and semi-structured interviews were used. A total of 12 interviews were conducted and 12 texts were selected and analysed. Data coding was done manually once and in the second step using 2022 MAXQDA software. After data encoding, base themes (NO.653), Organizer themes (NO.37) and Inclusive themes (NO.12), were identified and presented as a model. It has three dimensions: context, content and consequences. Guba and Lincoln's four criteria were used to check the reliability of the findings. The context includes themes affecting human resources functions, the content includes the themes of community-based recruitment, community-based training and development, community-based performance management, community-based compensation, and community-based maintenance; And the consequences include organizational and extra-organizational consequences. Interpretation of research findings showed that identify and reinforce common true beliefs, redefining shared values and interests through dialogue and participation and “coordination between government organizations" will further facilitate community-based accountability.

The water crisis is one of the most important issues for the ‎progress of our country, which will certainly cause many problems in the near ‎future. Although successive droughts and the loss of available water resources have caused this situation, issues related to governance and management of water resources have also contributed greatly to this crisis. Issues caused by the water crisis are causing great damage and problems ‎to human communities and animal habitats. Therefore, the purpose of this ‎study is to design a strategic model of water governance with a sustainable ‎development approach in order to protect human communities and animal ‎habitats. ‎In this study, Delphi method and confirmatory ‎factor analysis were used to design and validate the research model. After ‎reviewing the theoretical foundations and previous research, water resources ‎governance strategies were identified. Then, based on the identified strategies, ‎the Delphi questionnaire was designed and 15 academic and executive experts ‎were polled about the importance of strategies in water governance, which ‎finally reached a consensus among experts after 3 round trips. In order to ‎validate the research model, confirmatory factor analysis method and Smart ‎PLS software were used. ‎Based on the research findings, 11 main strategies and 45 sub-‎strategies for optimal governance of water resources were identified. Key ‎strategies include trust-building and partnership, accountability, legality, water ‎economics, legitimacy, water resources management, innovation and diversity ‎management, water management, efficiency, macro management and policy-‎making, and comprehensiveness and integration. The results of confirmatory ‎factor analysis also showed that the structure of the research model is approved ‎and among the strategies, efficiency, management and macro-policy with ‎coefficient values of 0.803 and 0.802 have the highest priority. The results showed that the use of strategic approach can ‎provide the basis for good governance of water resources and sustainable ‎development goals and protect human communities and animal habitats. Also, ‎due to the complex and multiple nature of water resources governance, macro-‎operational strategies need to be applied.

Reforms in public sector organizations and innovations in this field have been the key issues in response to social changes influencing the lives of citizens. Social change occurs gradually, and its effects on social service organizations are expected with change to increase the usefulness of organizations' services. This study has developed the aim of designing a model to identify and structure the relationships between strategic components affecting change in Social Security Organization. The method used in this research is exploratory and mixed, using questionnaires for data collection. First, using the Delphi technique and the viewpoints of 14 experts and professors in the fields of organizational change and social security organization, the dimensions of strategies and characteristics of organizational change in the social security organization were identified. Then, using the Dematel technique approach, the views of experts were used to systematically structure the data within the framework of a multivariate decision-making system. Based on the four main strategies of change, including normative educative, persuasive, facilitative, and power coercive strategies, and 13 main components of these strategies, the results showed that the persuasive strategy in the social security organization has the greatest impact on other strategies, and is the most important in terms of impact and effectiveness. The power coercive strategy is of secondary importance, while it is influenced by the other strategies at most. The most important influencing factors in the strategies are personal characteristics, support of supervisors, shared vision, opportunities for participation and delegation, and authorizing the power for change.

The main purpose of this study is to maintenance of employees with neurodiversity &autism is emphasized as one of the examples of neurodiversity. The present research has been applied in terms of exploratory purpose &is qualitative in terms of approach &method. The data has been collected through library &field methods. The data collection tool is interview. Participants in this study include three groups: therapist, employer &parent. Twenty-one people were purposefully selected. Data were analyzed by theme analysis method. In the designed package, seven Policies are defined, including: Basic Education, Informed Family, Capacity Building, Society awareness, Acceptance of diversity in society, Public Support &the establishment of intermediary organizations.

Planning and policy-making to identify elites, support them materially and spiritually, and recruit, employ and retain them are the path required by the development of Iran's administrative system. This issue has been stressed highly in science and technology production, art and literature, scientific development and balanced growth, and reaching the highest level of the scientific and economic situation in the region, regarding the country's vision document on the horizon of 1404. Considering the necessity of using the capacity of elites in the Iranian administrative system and the continuous emphasis of Iran's Supreme Leader, this study aims at identifying and crediting the factors concerning elites attracting to proceed the vision document 1404.

The present study used the fuzzy Delphi method. The members of the panel of experts were a group of twelve experts and specialists of the administrative system at the university level. They were identified and selected based on four characteristics, knowledge, experience, desire, and sufficient time to participate in the Delphi stages, using a purposive or judgmental sampling method.

Findings of data obtained from the first round of Delphi showed that out of 30 identified factors, 5 factors were removed with the opinion of experts. Therefore, in the second round of Delphi, the validity of 25 indicators in 6 concepts and 2 categories was confirmed based on the opinion of experts.

The results showed that two categories of factors are effective in attracting elites in the Iranian administrative system, which are: a. Elite characteristics (including components: 1. Belief and value characteristics; 2. Individual characteristics and 3. Perceptual characteristics); B. Organizational characteristics (including components: 1. organizational characteristics; 2. job characteristics and 3. motivational characteristics).

Most researches in the field of e-banking acceptance models have ignored the cultural dimension and have neglected or paid little attention to this important and key factor.One of the problems of banks in attracting customers to e-banking services is the lack of attention to customer culture in the development of e-banking services. Therefore, recognizing the cultural dimension is a key factor both to achieve the principle of customer orientation and to increase market share by attracting and retaining customers and spreading the culture of using it and also directing the development of electronic banking services.The purpose of this study is to identify the cultural dimensions affecting the attraction of bank customers to e-banking services as an innovative step in serving the community to focus on these factors, accurate approaches in the field of customer marketing management. This research is descriptive in nature and method and applied in purpose. Typically, interviews are semi-structured in the category of qualitative research and in the inductive paradigm and data collection tools. Qualitative data obtained from interviews with customers and managers of Bank Mellat's marketing were coded using thematic analysis and the most important cultural factors affecting the attraction of Iranian customers to e-banking services have been extracted, categorized and approved by experts. The results show that cultural factors affecting the attraction of Iranian customers to e-banking services are: religious values, emotions, art, customs, symbols and symbols

Lack of establishment of coherent systems of knowledge management in energy policy making network, considering the dispersion and changes in the policy actors of this field and the effect of their specialized knowledge and experience on the quality of policy making, It will force the government and related organizations to undertake a chief part of the costs of the trial and error and previous experiences for the following policies again. Therefore, this research with an inductive approach and using the qualitative method of thematic analysis and using the MAXQDA software seeks to develop a pattern for knowledge management in the country's energy policy making network. For this purpose, after examining the theoretical foundations and analyzing the relevant documents and laws, number of 19 people of experts was interviewed using the purposeful sampling method. Based on them, 99 basic themes; 32 organizing themes and 7 global themes have been identified. The validity of the results has been examined and the reliability of the research has been confirmed by calculating the percentage of agreement observed between different codings. Finally, the concepts; dimensions and factors affecting on knowledge management in the policy making network of the energy field including the network of Activists, policy network, knowledge infrastructure, knowledge acquisition, knowledge retention, knowledge sharing, and knowledge application, and their relationship with each other has been extracted and the final pattern of this research has been proposed.

EOR, as a field of research, has increasingly been recognized as the loci of research on organizational behavior, human resource management, and employment relationships. There is a research demand to integrate the academic literature to reach a better understanding of EOR. Adopting the methodology of systematic literature review proposed by Centobelli etal.(2017), the present research provides a comprehensive analysis of eighty pieces of EOR research published from 1990 to 2020. Findings in the final table is tabulated and presented. theoretical gaps were identified in the current EOR research: a lack of research on the organizational context, on the integration of micro- and macro-level, and on the multidimensional analysis of individual behavior, organizational context, and employment relationships. Finally, management strategies as well as strengths and limitations of the study are discussed.

The employee-organization relationship is a multi-level phenomenon that is not comprehensible without the interaction between organization and employees. The main concern of this research is that, how the public health organizations can improve this relationship based on the recommendation derived from the model proposed in this qualitative research. This model can help managers and employees to reduce the tensions of exchange and to improve the quality of relationships. This model was designed using the approach of Strauss and Corbin in grounded theory and data analysis software of MAXQDA20. Accordingly, 2343 concept, 229 subcategories, and 23 main categories were extracted and categorized from 17 semi-structured specialized interviews. After data analysis and interpretation, the special context and empowerment relationship or deterrent relationship, along with the system of manager competency requirements as the superior conditions directly determine the unity of the goals and interests of employee and organization as the core category phenomenon. Eleven conditions such as the empowerment of manager, employees, organizational context, and employment relationships as strategies are indirectly influenced by behavioral  and organization context as the context conditions and the degree of the influence of the leverages of extra-organizational power as the interventional conditions lead to favorable consequences of coordination of the official culture of the organization with informal individual culture, scientific sufficiency, commercialization of knowledge, elite training bankruptcy, unfavorable consequences of unbalanced informal organization governance, and the mutual decline of management and system.

Attracting, motivating and retaining knowledge workers is critical in a knowledge-based economy, where knowledge management practices and global technology convergence have redefined the nature of work; While the success of today's organizations depends on the knowledge of its people, retaining knowledge employees due to their high mobility and fluidity remains a challenge. The purpose of this qualitative-exploratory research is to investigate and identify the sources and factors of job embeddedness of knowledge workers in Iranian knowledge-based firms with their work environment. For this purpose, after an in-depth study of the theoretical foundations of job embeddedness, the framework of semi-structured interview questions was designed. Then, in order to collect field data, managers and human resources experts of 17 knowledge-based companies were interviewed by purposeful sampling in the form of snowball sampling. Subsequently, the interviews were transcribed and coded using MAXQDA2018 software and Clark and Brown six-step theme analysis method; As a result, knowledge workers' job embeddedness sources, consisting of 372 sub-codes in the form of 27 sub-themes and 9 main themes including individual-human resources, supportive practices, interpersonal processes, job-related and work environment sources, knowledge management, improvement and sustainability of human resources, Survey and measurement practices, organizational structure and barriers and challenges were identified, analyzed and classified.

The increasing importance of performance appraisal in government organizations has led to an ethical vacuum, attention to social responsibility, and setting criteria for these factors in the performance appraisal process. Common performance appraisal models in organizations are not able to identify and evaluate these criteria. Therefore, the purpose of this study is to design a balanced scorecard model developed at three levels of management in Iranian government organizations to identify and determine ethical criteria and social responsibility to fill the gap. The research method in this research is exploratory in terms of nature and in terms of implementation method, and the data collection method in this research is a field that was first modified, expanded, developed, and developed with semi-structured in-depth interview tools with experts of identified variables or factors. Then, to find the pattern of relationship between factors, a researcher-made pairwise comparison questionnaire was designed, which was determined using the fuzzy hierarchical evaluation method. Analysis of data and information was also performed by Expert Choice software. Findings from the design of the model show that in Iranian government organizations, top managers in the field of ethics and social responsibility by the criterion of "employee satisfaction", middle managers to "minimize the costs of procrastination and harm" and basic managers to " "Self-audit of managers" should be given the most attention.

This Research adopts a new approach to civil rights and government services, with the aim of providing a model of community-based human capital management in the public sector. This is an applied research that has been done with an exploratory strategy and a qualitative method. In order to collect information, we use references and articles related to the topic and semi-structured interviews with managers and experts in the field of human resources and for data Analysis, thematic analysis method was used. The suggested model has five dimensions: prerequisites, barriers and facilitators, content and consequences. Interpretation of research findings showed that the lack of a basic strategic orientation and incorrect common beliefs between individuals are one of the important barriers to community-based and the most important way to remove these barriers is "supporting managers" and " Identify and reinforce common true beliefs". Redefining shared values through dialogue and participation and “coordination between government organizations" will further facilitate community-based accountability to increase the responsibility of individuals and citizens

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.

The issue of quality, with the expansion of human knowlege, is of utmost importance. Therefor high quality products and services are proposed as the development code of organizations and service agencies. In this study we are looking for the relation between Total Quality Fork Model and performance quality of the staff of the Ministry of Health, Treatment and Medical Education. The variables of Quality Fork Model are: management commitment, management education, management of daily ( routin) activities, management of the relations between units, and management of organization's policies. The research design of this study is descriptive-correlational. The statistical society of tid study contains of all of the general managers, their assistants, middle managers, senior experts, experts, and department heads of three assistances of Ministry of Health, Treatment, and Education. In order to measure the variables of the study we used 5 optional Likert type questionnare that consisted of 31 questions. This questionnare was distributed between 96 managers, assistances, and directors of mentioned departments. The results of the study have confirmed 8 hypotheses among 11 hypotheses of the study with 95 percent possibility. The results of the survey of the participants in current situation have shown that the variables of management commitment, management of organization's policies, and the performance quality of the stuff were 95% significant and desirable, the variable of relation between units was average, and the two variables of education of managers and management of routine activities were undesirable.

The purpose of this study is to investigate the effect of the components of managers' social responsibility model on organizational development in government organizations in Iran to achieve the development of government organizations and sustainable development in the country. This research has been done in both quantitative and qualitative (mixed) forms. In the qualitative study, the effective indicators of the social responsibility model on organizational development have been identified by 15 experts who have been selected using the snowball technique and finally by the Delphi and A semi-structured three-stage interview of the questionnaire with 42 items was extracted. Quantitative studies have been done through structural equations of partial least squares through LISREL software and the statistical population of 375 managers and employees with more than five years of service in government organizations has been tested by cluster sampling method from the whole province. In this stage, a questionnaire has been developed that its validity and reliability with the results of qualitative studies showed that the components of social responsibility of managers, which includes nine dimensions: economic, moral, The components of organizational structure are humanitarian, legal, environmental, personal characteristics, security and task dimension. They affect the development of government organizations. In accordance with the obtained results, at the end of the research, practical suggestions for the use of government organizations in achieving a society with sustainable development in the country are mentioned. Keywords: Organizational Development, Social Responsibility, Government Organizations, Government Management, Sustainable Development.