فهرست مطالب seyed najmeddin mousavi

In today's era, human resources are an integral part of various organizations, businesses and industries on their way toward their goals. With the advent of growing start-up and online businesses, competition in this field have increased and there is a need for such businesses to adapt, harmonize and synchronize employees with the latest level of skills, innovations and technologies available internationally. This seeks to fill in the employees’ skill gap. And reverse coaching is one of the potential tools provided to speed up and facilitate it. In the same line, this article aims to present a model of reverse coaching in start-up businesses with the approach of improving the skill gap of human resources. In terms of the research approach, the qualitative method, especially the foundational data theory method, was used. First, the researcher prepared an interview protocol based on the dimensions and components obtained from the theoretical foundations and background of the research, and then through the data theory method of the foundation, 15 managers, entrepreneurs and owners of start-up businesses were interviewed. These 15 individuals were selected purposefully until reaching theoretical saturation. The results of the research showed that the causal variables fall into two main categories, including managerial and organizational arrangements. Background variables include two categories of information and communication infrastructure development and strategic analysis of the business space. The key variables include the categories of coaching, improving the skill gap; intervening variables include the category of positive stimuli, controlling stimuli and negative stimuli; strategic variables include individual creativity, extending justice and negation of discrimination, participation-oriented in the organization and organizational knowledge management, and outcome variables include arming creative employees, being equipped with efficient and safe systems, and becoming a learning organization.

Advanced research and research in the field of deep learning and artificial intelligence has led to the development of a concept called intelligent voice assistants. These assistants are among the most important modern tools in the field of information technology with the ability to understand and interpret human speech more accurately, answer more complex questions and provide multi-purpose services. Therefore, the current research was carried out with the aim of identifying the antecedents and consequences of the formation of intelligent voice assistants. This research is applied in terms of purpose and survey in terms of data collection method. The statistical population of the research is the experts, among whom 13 people were selected as sample members using the purposeful sampling method and based on the principle of theoretical saturation. The data collection tool in the qualitative part of the research is an interview and in the quantitative part is a questionnaire. To analyze the data in the qualitative part, the content analysis approach and the coding method using Max QDI software and the fuzzy recognition map method were used in the quantitative part. The validity and reliability of the research interview was confirmed using content validity and theoretical validity and

 In the new age and due to the advancement of technology and increasing changes in the business world, Startup businesses an important role in the economy of any country. This role has led entrepreneurs and business elites to think of new ways to grow and increase sales of these startups. One of the most flexible and agile business models is startups, which researchers refer to as the engines of the national economy. Startups are fast and flexible, have less bureaucracy, and have more motivation to succeed than large corporations. Startups are the beating heart of any economy. In developing countries, the commercial success of these start-ups is an important issue. But despite their continued contribution to economic growth, these companies face many problems, including resource constraints. The high failure rate of startups has led to a waste of resources and capital, so that the failure rate in the early stages of startups is much higher and has put them at high risk. Another limitation is that startups do not have high financial resources and capital, so to survive and succeed in competitive markets, they must use methods that achieve the highest results at a low cost and can attract customers. The growth of startups is significantly associated with economic development at the industrial, national and regional levels through the exploitation of new jobs and job opportunities. But much of the effort of entrepreneurs and innovators to start a business fails, with 9 out of 10 startups failing. Therefore, startups must look for strategies that respond to these limitations. One of these strategies is growth hacking, which is an ambitious attempt to grow the business as one of the most powerful solutions for companies with minimal financial resources. Startups are now using new and powerful methods called growth hacking to achieve maximum growth with astronomical growth at the lowest financial cost. In fact, growth hacking is a marketing strategy that uses analytical thinking and social metrics to expand the technology of startups. Therefore, according to what has been said, the main question of the present study is what is the implementation pattern of growth hacking strategy for startups? In addition, another point that raises the issue of research is the existence of a theoretical vacuum on the subject of growth hacking pattern for startups. Therefore, this study was conducted to design a model for implementing growth hacking strategy for startups. The method of research is mixed of qualitative and quantitative but is applied in terms of purpose and descriptive in terms of data nature and method. The statistical population of this research consists of university faculties in the field of marketing and market management as well as sales and marketing managers of startup co. participating in the research.Therefore, the statistical sample of the study was considered among the members of the community using the snowball sampling method and based on the principle of theoretical adequacy of 41 people. In the qualitative part of the data collection tool, the interview is semi-structured, part of which was conducted in person and the other part by telephone with the sample members. To evaluate the validity and reliability of data collection tools in the qualitative part, the content method and theoretical validity and reliability within the intermediary encoder were used, which showed the confirmation of these two indicators. Also, the data collection tool is in the quantitative part of the questionnaire, which was given to the experts in person and by email. Validity and reliability of data collection tools in the quantitative part of content validity and reliability of the retest showed that the validity and reliability of the questionnaires were confirmed. In this research, coding method and Atlas.ti software were used to analyze the data in the qualitative part. For quantitative analysis, interpretive structural modeling method has been used. Also, regarding the startup companies cooperating in the present study, it is necessary to explain that 30 startup companies in Lorestan province have participated in this research. Among the sales and marketing managers of startup companies, 30 of these managers have One person from each company participated in this study. The results of this research include presenting the implementation model of growth hacking in four stages of emergence of growth hacking thinking and philosophy, creating grounds for growth hacking, formulating growth hacking strategies and its consequences. The results show that the most important hacking strategies are SEO strategy, digital and electronic marketing, influencer marketing and gamification. The research results include identifying the components related to the implementation of growth hacking strategy and determining the leveling of these factors. The most important components related to the implementation of growth hacking strategy are: SEO strategy, motivating customers to engage with the brand, analytical and creative thinking, persuading and attracting customers, digital and electronic marketing, profitability improvement, statistical skills, coding analysis and programming Critical thinking, influencer marketing and content production for cyberspace, marketing intelligence, increasing market share, customer oriented market thinking, growth mindset, gamification, strengthening the company's competitive position, data analysis and market data-based decision making. After the components related to the implementation of the growth hacking strategy were identified, the structural matrix and internal relationships of the variables were formed. Then the initial matrix was determined and its internal consistency was established. Then, by interpretive structural modeling, the level and priority of variables were determined, and finally, after leveling and determining the relationships, the final model was drawn according to the adapted achievement matrix. In the present study, the implementation of growth hacking strategy is done in four stages: the consequences of growth hacking, growth hacking strategies, areas of growth hacking and thinking and philosophy of growth hacking.

Employee comfort as one of the factors of organizational effectiveness has a favorable effect on the life and productivity of organizations. The purpose of this study was to design a model of organizational comfort for employees in the workplace in the judiciary of Khuzestan province.

This study was fundamental-applied in terms of purpose and was a type of qualitative research conducted using data-based theory. The study's statistical population was experts (managers and experts) in the field of human resource management of justice in Khuzestan province (222 people) and 6 professors of management at Lorestan University. Research data were collected through interviews with 19 people (based on the principle of theoretical adequacy). The result of these interviews was a set of essential topics that were collected during the open coding process and categories were extracted from them, then in the axial coding stage, the link between these categories was determined.

The results showed that the causal factors included individual abilities and skills, spirituality, family role and emotional intelligence; Workplace fitness, psychological environment, workplace health and effective management were the contextual factors and job constraints, intra-organizational and extra-organizational constraints were the interfering factors of employees’ organizational comfort. The results also showed that strategies for creating organizational comfort include organizational support, ergonomic workplace design, organizational partnership, work quality improvement and strategic human resource management that ultimately have individual and organizational consequences.

The results of the study emphasize the attention to the work environment and the overall comfort of the employees of the judiciary due to the importance of their job to fulfil the rights of individuals in society.

The emergence of new technologies and increasing competition in the business world has shortened the life cycle of products, and organizations and work environments have become uncertain. In environments where businesses emerge rapidly and are excluded from the competition due to the intensity of competition and new entrants, human capital is forced to set basic standards for the direction of its career rather than to remain loyal to its employer. Therefore, success in careers calls individuals to entrepreneurial businesses and having a job parallel to their previous job, which is known in the management literature as hybrid entrepreneurship. Given the current situation, one of the effective ways to adapt to continuous change is the tendency towards hybrid entrepreneurship. This is because the environment of societies today is constantly changing, and it is entrepreneurs who are a model for coping with and adapting to these changing and dynamic conditions. In fact, fluidity and changing circumstances create uncertainty in career path planning, thus, hybrid entrepreneurship becomes a viable option to a permanent job. The concept of hybrid entrepreneurship emphasizes the dual nature of the entrepreneur's job and job position and means having an entrepreneurial job for people alongside their main and permanent job. Hybrid entrepreneurs have entrepreneurial competencies. By starting a new job in parallel with their previous job, they can avoid the risk of unemployment. Therefore, hybrid entrepreneurship is very important for growing economies through setting up small and medium enterprises as the driving force of the economy. This study was conducted to identify and explain the factors affecting the formation and the emergence of hybrid entrepreneurship. In terms of nature, this study is a type of mixed research done with a qualitative and quantitative approach. It is also applied in terms of purpose and based on the data collected through a survey. The statistical population of the study is experts consisting of university professors and successful entrepreneurs. Using the snowball sampling method and based on the principle of theoretical adequacy, 40 of them were considered as the research sample. The research sample in the qualitative section introduced the components of hybrid entrepreneurship and had information about the subject. Therefore, the same people were used in the quantitative section. The data collection tool was semi-structured interviews in the qualitative part. They were done in person and sometimes by telephone. The research interviews consisted of six questions and took an average of 30 minutes each. The interview questions based on hybrid entrepreneurship backgrounds included people's tendency towards hybrid entrepreneurship, their motivations and reasons for turning to hybrid entrepreneurship along with the questions related to hybrid entrepreneurship backgrounds including the consequences, effects and applications of hybrid entrepreneurship. To evaluate the validity and reliability of the data collection tools in the qualitative section, the content validity and the theoretical validity and reliability within the intermediate encoder were evaluated. Confirmation was achieved for these two indicators. Also, the data collection tool in the quantitative part of the questionnaire was given to the experts in person and by email. The research questionnaire was developed based on the qualitative part and the identified components related to hybrid entrepreneurship. It was evaluated based on a five-point range of importance for each component, from very high to very low. The validity and reliability of the data collection tool in the quantitative validity part were the validity of the content and the reliability of the retest; the validity and reliability of the questionnaires were both confirmed. The results indicate that the most important factors in hybrid entrepreneurship are attention to diverse career path behaviors, financing, and living expenses. Turning to start-ups, career success, job seekers' role models, and entrepreneurship are also good hybrid entrepreneurship factors. A hybrid entrepreneur is defined as an individual who combines two ways of earning money, employment and entrepreneurship. So, hybrid entrepreneurship literally means doing a job while starting a business. Hiridian entrepreneurship does not necessarily seek to become a full-time entrepreneur. Unfortunately, the word entrepreneurship has caused a deviation in the meaning of job creation. In addition, it has a broader and more valuable meaning than job creation.

 Deviant behaviors, which are violating work and social norms, will have irreparable consequences and negative effects for organizations, and in the present era the prevalence of these consequences and their financial and non-financial damage is increasing rapidly. The aim of the current study was to investigate the effect of bullying on job insecurity and deviant behavior of employees and to explain mediating role of resilience and organizational support of the police command staff of the Khorramabd city.

 The present study is an applied research in term of purpose and a description in terms of data collection, in which the path- structural equation modeling method with partial laest squares approach is used to test hypotheses and fit model. The statistical population of the study includes all khorramabad police officers were among whom 580 questionnaires were distributed using classified sampling method.

 Research results indicate the positive effect of bullying on job insecurity; positive effect of bullying on deviant behavior; positive effect of job insecurity is on deviant behavior. The mediating role of resilience and organizational support in the relationship between bullying and job insecurity and deviant behavior was also confirmed.

 As general results, two personality and social characteristics related to the resilience of military personnel and their perception of the support of managers and the organization as mediating factors to reduce the harmful effects of bullying in job insecurity and deviant behavior in law enforcement.

This research is applied in terms of method and includes descriptive-correlation research. The statistical population of the present study is the managers of industrial units in industrial states in Khorramabad city. The statistical population are 160 people who based on the Morgan table, 112 manager were selected as sample size. Using a simple random sampling questionnaire was distributed. To measure the variable of knowledge properties, Teresa et al. (2006) questionnaire, which includes three dimensions of complexity, parity and explicit, was used. to measure green innovation from the Subaramanium Vivend (2005) questionnaire, which included four dimensions of greenhouse business innovation, green process innovation , Green Product Innovation and Green Technology Innovation were used, and Nicolas et al. (2011) questionnaire, which includes 8 questions, were used to measure the variable of knowledge management strategies. To analyze the data and test the research hypotheses, Structural Equation Modeling Method has been used with the help of PLS software. The results of the research show that knowledge properties have a positive and significant effect on green innovation and knowledge management strategies, and that knowledge management strategies have a positive and significant effect on green innovation.

Due to the increasing impact of online advertising on consumer behavior, the present study aimed to identify the factors affecting online advertising on the real purchase in Atieh Saba Holding using the Fuzzy Delphi method. This research has been applied in terms of purpose and descriptive-exploratory in terms of nature and method. In this research, the qualitative-quantitative method has been used. The statistical population of this study included all experts in the sales and marketing area of Atieh Saba Holding. Based on the objective of this study, the targeted sampling was conducted by snowball method and the sample size was 10 subjects. Eleven factors were identified after reviewing the literature and the background of the research and interviewing some experts. The factors were provided to experts by questionnaires and eight factors were approved using the Fuzzy Delphi method. The results indicated that social media, advertising for search engines and weblogs, advertising websites, advertising panels, online video advertising, online apps, and email advertising are all effective on the purchase intention in Atieh Saba Holding

The present study aimed to provide competitive strategies for pharmaceutical companies using Fuzzy Delphi method. This research is a mix research with exploratory approach which in terms of quantitative and qualitative research in the field of methodology and in terms of research philosophy includes deductive-inductive research. The statistical population of this study is all pharmacies, pharmacy companies in Lorestan province. In the qualitative section, the sample members of the research using a bullet-sampling method are selected and in the quantitative part of the research, they selected by Multi-stage cluster sampling. Since the present study is a mixed research with a quantitative and qualitative approach, both the interviewing tools and the questionnaire are used simultaneously. Regarding to analyze the research data, it should be noted that for analyzing qualitative data, the coding method and the ATLAS.TI software were used, also analysis in qualitative section with fuzzy Delphi were used. The results of the research show that the powerful knowledge chain in drug production, the use of medicinal plants, the dependence of the world's pharmaceutical companies on medicines and medicinal herbs, and the existence of a monopoly on the expertise in some of the drugs produced are most effective factors influencing for competitiveness of pharmaceutical companies.

Environmentally friendly marketing, which is emerging due to increasing environmental concerns and awareness, has been hailed as a popular advertising strategy In addition, in order to gain a better understanding of a particular nation's environmental movement, it is important to experiment how that  consumers view environmental issues and, consequently, how they behave. The aim of this study was to design a green marketing development model for organic products of live Nature Company with the brand (Cinere) in Kohgiluyeh and Boyer-Ahmad Provinces. The research method was based on the applied purpose and was been qualitative in terms of data collection. The statistical population in the qualitative section were marketing experts. Experts were identified by targeted sampling and snowball sampling, which according to the adequacy of the data, a total of 10 experts were interviewed. Interviews were used to collect data. Ground data theory approach was used to analyze the data. The results confirmed that clean label, environmental concern, green advertising, green packaging and green price have an impact on customers' environmental behavior. In the quantitative part of the statistical population of the research, the sellers of stores in Kohgoluyeh and Boyer-Ahmad provinces with an appropriate level of sales of Cinere products that were 40 people, that all of whom were evaluated. The analysis of the findings was performed using the structural equation method and the results showed that the environmental concern was 0.807, green packaging was 0.804, green advertising was 0.90, green price was 0.79 and clean label was 0.29 that affects consumer behavior.

Human Resources Knowledge Architecture An important tool for evaluating the implicit knowledge of human resources is the integrated framework for explaining, deducing and maintaining employee knowledge in line with the organization's strategic goals. The present study aims Identification and explanation Effective factors and outcomes of Human Resources Knowledge Architecture Using approach Delphi Fuzzy In knowledge-based organizations conducted. This approach combined with quantitative and qualitative research among the preceding studies on inductive deductive paradigm is that in terms of purpose, functional and terms of the nature and methods descriptive. The statistical population of the present study consists of knowledge workers of Lorestan province, whose 30 experts have been selected based on the principle of theoretical adequacy and using a targeted sampling method. In the qualitative part of the study, semi-structured interviews were used for data collection. The validity and reliability of the questionnaire were verified using CVR coefficient and Kaplan-Cohen test. In addition, a quantitative comparison questionnaire was used to collect information. The validity and reliability of the questionnaire was verified using content validity and re-test. In the qualitative section, the data obtained from the interview were analyzed using the Atlas.ti software and the coding method. And the human resources knowledge architects has been identified. Also, in the quantitative part of the research, using the Delphi Fuzzy technique, the prioritization of human resource knowledge architectures and extensions was made and the most important factors and consequences were identified. The results of the research indicate that among the Antecedents in human resource knowledge architecture Technology Infrastructure, Capabilities and skills of employees, Employee behavior (actions), How (Why) Knowledge Transformation And the accumulation and storage of knowledge (content) as the main factors creating the knowledge architecture in knowledge-based organizations. Also, the results showed that Increasing creativity and innovation, Leading organization, Retrieve and improve knowledge, organizational agility, Sustainable competitive advantage and organizational learning Including most important Postgraduates or implications of human resource knowledge architecture is in student organizations.

With close look at the rapid and increasing progress over the past few years, new relationships and evolving organizations are emerging. Changes and developments that will bring countless surprises such as deadly competitions, unprecedented opportunities, breathtaking changes and varied needs for organizations. On the other hand, with the emergence of new philosophies and technologies and the rapid movement of human and organizational societies towards science societies, that Organizations are constantly looking for ways and approaches to adapt to today's changing situation. In other words, one can admit that it is useless to compete on price or to use past solutions to deal with workplace threats. Therefore, in order to be competitive, organizations must be able to offer new products and services through new knowledge to ensure their success in different fields. Therefore, the importance of knowledge as a competitive advantage and opens your face falls draw other factors. It is clear that our understanding the concepts and new approaches to determine the location and how to gain and exchange knowledge for effective response to changes in opportunities and makes sure the lead. This approach is referred to in the management literature as the Human Resources Knowledge Architecture. A paradigm that has become a necessity with a value-added, forward-looking solution in the field of knowledge for the survival of the organization.
Research

The present research is based on mixed research, both in quantitative and qualitative terms and in the inductive paradigm. Which is exploratory in terms of purpose, application, and nature. Since this study is a mix of research, therefore, should be provided qualitative and quantitative research methodology separately. The statistical population of the study consists of  knowledge-based organizations in Lorestan province. According to the obtained data, their number is equal to 16 companies. Therefore, the statistical population of the study consisted of senior and middle managers of knowledge companies of Lorestan province, using a purposive sampling method and based on their field of activity, 30 individuals were selected as sample members. As such, it was collected from each domain (industrial, services, manufacturing, and pharmacy) based on the principle of theoretical competence, to the extent of data saturation. Data gathering tool was qualitative part of semi-structured interview research whose validity and reliability were confirmed by CVR coefficient and Kappa-Cohen test, respectively. The data gathering tool in the quantitative part is a paired comparison questionnaire whose validity and reliability were confirmed by content validity and test-retest, respectively.

The findings of the study consist of two parts qualitative and quantitative. Thus, in the qualitative part, the antecedents and consequences of the human resources knowledge architecture were identified in an interview with experts. It is worth noting how the extraction human resources knowledge architecture antecedents and consequences is accomplished by examining interview texts using Atlas.ti software as well as live coding. In the quantitative part of the research, using the fuzzy Delphi approach, the variables were prioritized and identified the most important antecedents and consequences of human resources knowledge architecture.

Knowledge-based corporations have had a significant impact on the growth and development of different regions with the evolution of science and knowledge and the discovery of new economic findings and results. These companies play an important role in the economic growth and development of societies by commercializing their ideas and achievements. The results of this study include identifying and prioritizing human resources knowledge architecture antecedents and consequences in knowledge -based organizations. In this study, fourteen factors were identified as antecedents or, in other words, the human resources knowledge architecture in knowledge- based organizations. In addition, the results suggest that in the knowledge-based companies fourteen or consequences of the aftermath of human resources knowledge architecture.

According to Bourdieu, symbolic capital is the key to influence hearts and instill legitimacy and acceptance for a manager so that others obey him/her. Accordingly, the purpose of this study was to design a symbolic capital model of leaders in the Iranian cultural organizations through structural-interpretive modeling (ISM). Therefore, 10 factors of the symbolic capital reproduction were collected through documentary and library research and based on the capital conversion approach. Then, by obtaining the opinion of academic experts and cultural managers, these components were confirmed and corrected, and based on the opinion of the managers of the studied organization and through the structural-interpretive modeling, the final model was created at six levels. The results showed that the most important factor for the formation of symbolic capital in the leaders of cultural organizations is their competencies. The next levels included their output and attainment of organizational honors. If these are combined with advertisement and personal branding, they can set the ground for the achievement of tangible and intangible assets, creation of social capital (trust, support), and attainment of reputation as the products of symbolic capital for the leader. Finally, based on MICMAC analysis, the components of the model were located in the quadratic matrix in terms of penetration and dependence.

The aim of this study is to provide a model of customers' random shopping behavior in accordance with their internal and external characteristics in the Khorramabad Welfare chain store. The peresent study is applied in terms of purpose and descriptive- correlational in terms of data collection method and is of the exploratory redearch type. The statistical community of the research in the first stage qualitatively includes 30 experts familiar with the subject and in the quantitative stage also includes the customers of the Khorramabad Wefare chain store. Then, 100 codes were extracted using the GT method, , which consists of 20 basic themes and 5 organizing themes. Effective element analysis was performed using SPSS(22) software. After achieving the model, in the second stage study, a researcher- made questionnaire was used. In general, the research Result show; individual factors, psychological factors, environmental characteristics and socio- cultural factors have been identified as factors that affecting customers' random shopping behavior.

In today's business world, there are organizations and companies that owe their reputation to the names and brands of their managers and leaders. In fact, the managers and leaders of these companies in the field of their businesses, use special methods to manage the companies, which have turned their leadership style into a brand. Therefore, the present study was conducted with the aim of identifying the key factors in promoting leadership brand. This research is a mixed method, based on qualitative and quantitative and inductive- deductive research. It is applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population of the study are experts among which the sample members were selected using purposive sampling method based on the principle of theoretical adequacy. The data collection tool was interview in the qualitative part and questionnaire in the quantitative part. The validity and reliability were confirmed by using the relative content validity index and Cohen's kappa test and the content validity and reliability were retested, respectively. Qualitative data were analyzed by Atlas software and coding method and quantitative data were analyzed by fuzzy Delphi method. The results of the research include identifying the most important factors in promoting the leadership brand and determining their priorities. The results showed that the most important factors in promoting leadership brand are leadership capital, strategic thinking, problem solving skills, lateral and creative thinking, comprehension skills of organizational issues and leadership emotional intelligence.

The research purpose was to identifying a model of factors affecting human resource outsourcing (HRO) in Maroon Petrochemical Company. The research is considered practical in terms of purpose and descriptive-exploratory based on mixed method, in terms of data collection. The statistical population was experts and experts of Maroon petrochemical company in the field of human resources. The number of these people was reported 15. For data analysis, interpretive-structural modeling was used. The results showed that the variables of increasing flexibility, decreasing organizational costs and improving creativity have an independent role in the model and on the intermediary and dependent variables of the model have a significant effect. The dependent variables of the model were: decrease of technology investment, gaining the good image and increasing security, in addition to the independent variables mentioned, influenced by the intermediary variables including factors product quality development, increasing the change need, increasing technological changes and the use of new technology, focusing more on core activities, achieving new capabilities, improving operational performance, using educational services, acquiring new experiences, providing new services, improving management, risk management and Agility organization.

Organizational envy's a negative feeling at all levels of the organization. Consequences like Weakening interpersonal relationships, eliminating friendships and harming the exchange of knowledge for the organization Has a companion. This research is combines methods and the type of research is the study of deductive and inductive.The statistical population of the research is top managers and middle managers of governmental organizations in Khorramabad city. Sampling method was used to select 27 of them as sample members. In this study, using a combination of qualitative and quantitative methods, first with use of qualitative data obtained from exploratory studies included exploratory literature review and interviews exploring the causes of Organizational envyhave been identified. Second by extracting their agents through research survey data are evaluated. The results are includingtwo parts, first a series of organizational inertia causes are identified and second the importance and priority of these factors are determined.  The results indicate that the dissemination of culture of injustice, Personality weakness, workplace discrimination, social degradation, personality disagreement with others Lack of attention to individual skills and abilities, promotion of colleagues and low exchange of member leaders. The most important factors affecting on organizational envy.
Practical consequences:Because envy in the workplace leads to negative attitudes and destructive behaviors in the workplace. Therefore, the envy phenomenon in the corporate environment is to increase productivity and improve the performance of individuals.  The present study adds to the management's research by identifying and prioritizing factors affecting organizational envy.

This research was carried out with the aim of developing of Isfahan tourism by branding for Isfahan crafts through the PCDL model. The research is a mixture of qualitative and quantitative research. In different stages of the research, qualitative and quantitative Delphi fuzzy, balanced scorecard and descriptive survey methods were used. For data gathering semi-structured interview and questionnaire were used. Statistical Society was experts in quality phase and clients of Isfahan craft in quantity phase. Sampling method for qualitative phase was targeted judgment and Available random in quantitative phase. The results of the first phase of the research is to identify quality and price as two factors that influence selection and purchase crafts and also positioning engraving, carpets, filigree and inlay industries as outstanding crafts of Isfahan in compared to other competitors. In the second stage, appropriate logo and advertising media advertising were identified as the most suitable option. The results in third stage indicated that customer criteria and internal processes are at appropriate level but financial and growth criteria are at inappropriate performance level.

The objective of this research was developing a subculture model using grounded theory methodology. To do this, first, important work practices identified by conducting explorative interviews with a nonprobablity sample of 53 experts of IOPTC chosen using purposive and snowball methods and coding those interviews. Then, these practices were grouped using content analysis and then, a researcher-prepared 50-item questionnaire was developed based on these practices’ dimensions leading to initial model. Using total population sampling, the research questionnaire constructed from the model questionnaire and six demographic questions, was distributed among the personnel of the Central Office of IOPTC as research population and answers from 255 respondents provided the data for testing the validity and reliability of the model. First, validity analysis was performed on initial model via Principal Component Analysis (PCA). In this process, final valid model was developed by correcting initial model through removing 23 invalid items from the model questionnaire and changing its dimensional composition. Using Cronbach's Alpha, the reliabilities of final model’s dimensions were also proved. This work practices-founded model has 9 dimensions that are: development, management, participation, training, stress, support, productivity, bureaucracy, and cooperation that are measured via a 27-item questionnaire.

The lack of precise definition and proper analysis of HR risks not only impedes human resource management, but also undermines the organization's performance. By identifying and confronting human resources risks, the organization can mutually bring individual and organizational excellence. Therefore, the present study was conducted with the aim of identifying and evaluating human resources risks in the higher education. This mixed research method was based on qualitative and quantitative inductive-deductive approach. The statistical population of the study were 30 experts who were selected using snowball method and theoretical adequacy principle. In the qualitative section, the data-gathering tool was interview. In the qualitative section, a questionnaire was used for data-gathering. The validity and reliability of the interview and questionnaire were confirmed by CVR index and Kappa Kohn test, and content validity and reliability of the retest. Qualitative data was analyzed using Atlas.ti software, coding method and quantitative data were analyzed using Delphi Fuzzy method. The results of the research consisted of identification of human resources risks and prioritization of them. The results of the research showed that the most important identified risks were knowledge abolition and human resource skills, non-professional career development, human capital erosion, job plateau and lack of creativity and innovation of human resources.