shiva madahian

The main goal of this research was to present a model of green governance with a sustainable development approach based on the fuzzy Delphi technique, which is considered mixed research in terms of its practical purpose and based on the method of data collection. The qualitative part included 12 experts who were selected by purposeful sampling. In the qualitative part, fuzzy Delphi technique was used to examine the most important components and indicators. The sample of the quantitative part was the experts and managers of hospitals in Kerman, who were selected as a sample of 384 people using Cochran's formula and by simple random method. The tool for collecting data in the qualitative part was a semi-structured interview, and in the quantitative part, a researcher-made questionnaire based on the qualitative part. Data analysis was done in the qualitative part by inductive content analysis using MaxQDA software and in the quantitative part using AMOS software. The final results of the research showed that the environmental, governance and social dimensions are the most important bases for green governance in the health system. The environmental dimension includes the components of renewable energy, reducing resources, environmentally friendly products, natural losses, greenhouse gas emissions, and pollution and waste. The social dimension includes health and safety components, social and political partnerships, human rights, human resource management, patient satisfaction and community relations. Also, the governance dimension includes the components of shareholder rights, corporate governance, risk and opportunity management, and ethics in business.

This research has been done with the aim of providing an effective model for evaluating the health policies of the administrative system according to the upstream documents in the Ministry of Economic Affairs and Finance. This research is a combination of qualitative and quantitative methods, so that at first, by conducting library studies, 108 policy titles were counted as primary codes (parts of speech), which were divided into 23 basic themes (components) and then into 6 organizing themes (dimension) included administrative, social, economic, political, judicial, and financial dimensions. The initial model was verified by experts. The statistical population of this research includes 4062 employees of the headquarters and provincial general offices of the Ministry of Economic Affairs and Finance, and according to Cohen's sampling method, 205 samples were selected using the stratified sampling method. The initial model was tested in this sample. The validity of the questionnaire was calculated as (86.1 percent), the internal reliability of the questionnaire was also calculated using Cronbach's alpha, and considering that the values of Cronbach's alpha were higher than (0.7), the internal reliability of all dimensions was confirmed. Data analysis was done using SPSS and Smart-PLS software. Statistical methods of confirmatory factor analysis, structural equations and single-sample t-test have been used to investigate the research questions. As a result, according to Cronbach's alpha indices score and composite reliability higher than 0.6, factor loading higher than 0.5 of the questions, root-mean-square index score of the standardized residual equal to 0.039, the validity of the model was confirmed.

The aim of this study was to design and validate a comparative model of the impact of human resource management development on organizational performance from the perspective of managers and employees with the mediating role of organizational culture, organizational commitment and staff retention in Islamic Azad universities of Fars province.

In terms of purpose, the research method was applied and in terms of data collection, it was an exploratory mixed method. Participants in this study in the qualitative section included managers and staff of Islamic Azad universities in Fars province, from which 10 people were selected using purposive sampling. Also, in the quantitative part, the statistical population of the study included all managers and staff of Islamic Azad universities in Fars province who were selected as the sample size using Morgan table and stratified random sampling method with proportional allocation of 357 people. . The information required in the qualitative section to design the research model was collected through a semi-structured open interview and in the quantitative section using a researcher-made questionnaire that included 5 constructs (variables), 21 dimensions and 72 questions in a 5-point Likert scale. . Convergent validity, Cronbach's alpha and combined reliability methods were used to determine the validity and reliability of the questionnaire.

The results of structural equation testing from the perspective of managers showed that the two variables of organizational culture and organizational commitment have a mediating and significant effect on the relationship between human resource management and organizational performance, but employee retention has no mediating effect on this relationship. Also, it was found that from the perspective of employees, all three variables of organizational culture, organizational commitment and employee retention have a mediating and significant effect on the relationship between human resource management and organizational performance from the perspective of employees.

Applying the two models from two perspectives suggests that both managers and employees believe that organizational culture and organizational commitment mediate the relationship between human resource management and organizational performance, from the perspective of employees. Mediate between human resource management and organizational performance.

Knowledge management helps organizations to improve their capabilities using the intelligence and skills of employees. Knowledge management impacts the improvement of organizational performance and its development. Therefore, this study aimed to examine the relationship between knowledge management criteria and the level of development in medical universities.

This was a descriptive, analytical, and cross-sectional study conducted in 2020. The statistical population was all the faculty members of medical universities with a sample size of 377 people. A multi-stage cluster sampling method was used. Data collection tools included Lawson’s knowledge management questionnaire and the development questionnaire of Andesh et al. whose validity and reliability were assessed and confirmed. The collected data were analyzed using SPSS 22 software through descriptive statistics (mean and standard deviation) and inferential statistics of univariate t-test and ANOVA.

Results showed that the mean score of knowledge management in medical universities was more than average. The highest and lowest mean were related to the dimensions of knowledge creation and knowledge storage, respectively. Furthermore, the mean of development was moderate to high. The highest and lowest mean were related to the dimensions of students' educational facilities and university's education and research facilities, respectively. In addition, there was a significant relationship between knowledge management and its dimensions, except for the knowledge creation dimension, and the level of development.

The overall result of this study indicated that the development level in the country’s medical universities has been at a moderate to high level. Since knowledge management has a positive and significant effect on the development of universities, more attention to knowledge management can be useful in the universities’ development.

Quantum leadership influenced by the quantum paradigm has unique characteristics that can meet the needs of leaders and organizations, especially government agencies in order to achieve organizational goals and excellence in today's ambiguous and uncertain and rapidly changing conditions. The purpose of this study is to investigate the theory of quantum leadership in government organizations. In this article, we have tried to study the theory of quantum leadership as a new approach in the leadership of government organizations by studying the existing articles. For this purpose, using the library method to systematically summarize the results of previous research, all available resources using Appropriate keywords are given in this review article. The collected topics were examined in the form of 4 categories: the nature of quantum theory, why quantum leadership (factors in the emergence of quantum leadership), the nature and characteristics of quantum leadership and how to influence the organization. Today, leaders and organizations have come to the conclusion that if they want to survive and thrive in today's changing and evolving world, they must abandon the mechanical view that makes the environment simple and static and replace it with the quantum view, so organizational leaders must Develop new skills, known as quantum skills, that enable organizations to increase the ability of managers to manage people in organizations, resolve conflicts, increase productivity, creativity and innovation, organizational agility, and organizational excellence. .. which are all signs of quantum leadership and provide the basis for their success, organizational development, and ultimately their survival in today's complex and rapidly changing world.

The purpose of the present study was to design a model of good governance to promote administrative health with an emphasis on the mediating role of social responsibility.

The research method was descriptive and cross-sectional. The statistical population included a total number of 16504 employees working in Sirjan City. Based on the Morgan table, 377 employees were selected as the subjects of the study by using a convenience random sampling. Data collection was done through a researcher-developed questionnaire which was prepared based on the research literature. The ‘Responsibility’ variable was measured with 16 questions and the ‘Good governance’ variable was measured with 14 questions. Cronbach's alpha coefficient of variables was obtained higher than 0.7. To analyze the data, Confirmatory factor analysis and Structural equation modeling were used through Emus software.

According to the findings of factor analysis and fit indices, the indicators of the responsibility model are: intergenerational, environmental, and social commitments and the indicators of the good governance model are: sustainable governance and resource management. The direct effect between responsibility and good governance was obtained at 0.99. This study also showed a significant and direct relationship between the political, social, economic, and cultural dimensions of good governance and the interaction between industry and academia.

Good governance as a fundamental variable and in interaction with other factors leads to the establishment of sustainable development in mines.

The present study aims to investigate and compare the status of knowledge management and intellectual capital in Islamic Azad and Payame Noor universities in Kerman province. The present study is based on descriptive assumptions and is a survey study in terms of method. The statistical population of the study includes all professors and faculty members of Payame Noor University and the Islamic Azad University of Kerman Branch. Sampling was by the stratified method. To analyze data, Statistical formulas of t and the mean difference of t and Levene's test were performed using SPSS software. To collect the required data, two researcher-made questionnaires were used. To determine the validity, the content validity method was used, so that the validity of the questionnaire of factors related to intellectual capital was 88% and the knowledge management questionnaire was 88% and to measure reliability using Cronbach's alpha, the reliability value for intellectual capital questionnaires was 96% and knowledge management was 95%. Findings from the t-test showed that there is no difference between knowledge management and intellectual capital in Islamic Azad and Payame Noor universities in Kerman province.

The purpose of this study was to present and test the comparative model of managers 'and employees' understanding of how human resource management activities affect organizational performance with the mediating role of organizational culture, organizational commitment and employee retention in open universities in Fars province

The research method was applied in terms of purpose and heuristic mixed method in terms of data collection. Participants in this study in the qualitative section included managers and qualified staff of free universities in Fars province, from which 10 people were selected using purposive sampling. Also, in the quantitative part, the statistical population of the study included all managers and staff (including faculty members) of free universities in Fars province. Using Morgan table and stratified random sampling method with proportional allocation of 357 people as Sample sizes were selected

The results of structural equation test showed that from the perspective of managers, the two variables of organizational culture and organizational commitment have a mediating and significant effect on the relationship between human resource management and organizational performance, but employee retention has no mediating effect on this relationship

Also, it was found that from the perspective of employees, all three variables of organizational culture, organizational commitment and employee retention have a mediating and significant effect on the relationship between human resource management and organizational performance from the perspective of employees

According to challenges and barriers facing developing countries because of weakness in organizing researches, academic education, and industrial sectors in these countries, the aim of the present study was to explain barriers existing in interaction between industry and universities of medical sciences in Iran.
This qualitative study was carried out based on content analysis method. 20 teachers from School of Health, Kerman University of Medical Sciences, Iran, selected via purposive sampling method, contributed in this study. Data was gathered through deep unstructured interviews. Every single interview was reviewed for several times to recognize semantic units and after that, encoding was done. Categorizing and summarizing codes also were done based on similarities. Data analysis was carried out contrastively and continuously at the same time with data gathering.
Based on contributors’ understanding of studied dimensions and their experiences, three main themes were recognized in terms of challenges and barriers in interaction between industry and university, "individual barriers", "organizational barriers", and "environmental barriers". Individual barriers were categorized by 4 subcategories, "attitude barriers", "skill barriers", "psychological barriers", and "demographic barriers". Organizational barriers were divided into 4 subcategories as "cultural", "managerial", "financial", and "structural" barriers. Finally, environmental barriers were categorized into 3 subcategories as "legal barriers", "special industrial features", and "supervisory barriers".
Based on the teachers’ experiences, "attitude barriers" are the most frequent cases of individual barriers, "financial barriers" are the most frequent cases of organizational barriers, and "legal barriers" are the most frequent cases of environmental barriers. Contributors confirmed that precise and proper planning originated from government good governance will result in forming a positive interaction between the two sectors.

Background and goal: The interaction between university and industry, due to its highly constructive and positive effects on technical, economic and social changes, was traditionally at the center of policy makers’ and planners’ attention. The aim of the present study was to explain barriers and challenges existing in the interaction between medical sciences universities and industry.
This present descriptive-correlational study used measuring method fto investigate the interaction among Medical Sciences University (School of Public Health). 1468 individuals participated in this study. Using Morgan scale, 321 people were selected as the sample. Two questionnaires were prepared by the researcher. The proper governance questionnaire contains political, economic, social, legal and cultural dimensions composed of 69 questions. The barriers between university and industry questionnaire covering 3 dimensions of individual interaction barriers, organizational interaction barriers and environmental interaction barriers is composed of 40 questions. Data analysis was done using SPSS, version 21.
Based on factor analysis of the data, the main dimension of proper governance respectively was cultural factors and among various factors of barriers between university and industry, environmental interaction dimension was considered as the most important one. Moreover, the results showed that there was a direct and meaningful relationship between dimensions of proper governance and interaction between university and industry variable.
Based on the results of the present study, considering culture and cultural differences can help improve the interaction between university and industry.