zeynab amiri

The elderly's sleep quality and social support are important variables related to quality of life and factors affecting successful aging.Therefore, the present study was conducted to determine the relationship between the elderly's sleep quality and social support. In this descriptive cross-sectional analytical study, the research population included 150 older people referring to elderly care centers living in Qaem Shahr,Iran, and the sampling method was convenience. To collect information, the Pittsburgh Sleep Quality Index, and the Philips̍ Social Support Questionnaire used as self-report. The data were analyzed using SPSS software version 26. The results of the Spearman test showed a significant negative relationship between the sleep quality score and social support. However, there is a significant relationship between the social support score and the educational level of the elderly. This study's findings emphasize the major role of social support in ensuring adequate sleep quality in the elderly. Therefore, it is recommended that policymakers in this field develop programs centered on social support to improve the sleep quality and health of the elderly.

The present study was conducted with the aim of investigating the effect of friendship in the workplace on moral intensity.

This research is applied in terms of purpose and descriptive-correlation in terms of month. The statistical population of these researchers and pharmaceutical companies in the city of Isfahan were 1850 people in 1401, of which 322 people were selected as a sample using the available sampling method. This research includes 7 hypotheses, for which a 24-question standard questionnaire was used. In this research, construct validity and validity were used to check the validity of the questionnaire, and Cronbach's alpha method was used to determine the reliability of the questionnaire. SPSS 22 and AMOS 22 software were used to analyze the data and test the hypotheses.

The results of the hypotheses test showed that friendship at work has a significant effect on moral intensity with a value of 0.64. Friendship at work has a significant effect on importance with a value of 0.41. Friendship in the workplace with a value of 0.49 is on the agreement of social influence. friendship at work with a value of 0.41 over proximity; friendship at work with a value of 0.37 on the effect; Friendship at work with a value of 0.46 has a significant effect on time urgency and friendship at work with a value of 0.32 has a significant effect on the probability of effect.

Green human resource management has become an important issue in organizations. Green human resource management is effective for improving employees' environmental behavior. The purpose of this study is the effect of green human resource management on the environmental behavior of employees with the mediator role of green environment. The research method is applied and descriptive-survey in terms of the purpose and method of data collection. The statistical population consists of employees and managers of Isfahan Bank Maskan branches. The volume of the sample was determined based on Morgan's table and sampling was done by simple random method. A questionnaire was used to collect data. Convergent, divergent and content validity methods were used to measure validity, and Cronbach's alpha and composite reliability were used to determine the reliability of the questionnaire. Structural equation method was used to check the hypotheses. The results of the research showed that green human resource management has a positive and significant effect on environmental behavior. In the investigation of the mediating role of green grass in the impact of green human resource management on the environmental behavior of employees, it was confirmed. Also, the results of this study show that green human resource management has an effect on green psychological climate and green psychological climate on environmental behaviors.

The purpose of this study is to investigate the mediating role of basic psychological needs in the influence of transformational leadership on innovative work behavior.

This research is applied in terms of purpose and descriptive-correlation in terms of nature. The statistical population includes employees of Isfahan University. The sample size was determined based on Morgan's table of 291 people and sampling was done using the available method. To collect data from the basic psychological needs questionnaires of Guardia, Desi and Ryan (2000) with 21 items, transformational leadership by Bass and Alio (1997) with 20 items and innovative work behavior by Dejang and Denhartog (2010). It was used with 10 items. SPSS and SMART PLS3 software were used for data analysis and statistical analysis.

The results of the structural equation model showed that transformational leadership has a significant effect on basic psychological needs. Also, transformational leadership has a significant effect on innovative work behavior. The results showed that basic psychological needs play a mediating role in the influence of transformational leadership on innovative work behavior, also the effect of basic psychological needs on innovative work behavior was confirmed.

It is suggested to the university managers to strengthen the innovative work behaviors in the university by using the existing rich capacity, i.e. expert professors and researchers, by setting up centers and innovation centers for the employees to strengthen the innovative work behaviors.

One of the problems of organizations is the lack of trust between managers and employees. The lack of trust causes the loss of the organization's resources and the failure to achieve its goals. Organizations need managers who become leaders to build trust. Authentic leadership is an organizational leadership style that is based on the integrity of leaders in the workplace. Trust, and in particular trust in leadership, is an essential and enduring component in the success of an organization, and authentic leadership is defined as being trustworthy (Rog, 2021). Authentic leadership includes a multifaceted process in which leaders seek to establish effective communication with employees based on trust (Sheikh et al., 2022). When employees trust their leaders, they have fewer negative feelings leading to a better performance (Anthony et al., 2021). According to Gardner and Schermerhorn (2019), authentic leadership has a significant impact on positive organizational behaviors such as trust. One of the important factors in creating trust is the presence of authentic leaders in the organization. This research is innovative because it studies charities and examines the element of trust, which is one of the most important factors in choosing a charity. The objective of this research is whether authentic leadership affects organizational trust or not.

The current research is practical in terms of purpose, and in terms of the nature and method of data collection, it is descriptive survey research of the field type. The statistical population of the study is 500 employees of charities in Isfahan City in various fields such as healthcare, livelihood, empowerment, and marriage. This statistic was obtained by an inquiry from the social affairs office of Isfahan governorate. The sample size was calculated as 217 people based on the table of Karjesi and Morgan. The sampling approach in this research is the Convenience Sampling method. The questionnaire covered 28 specific questions, in which the authentic leadership variables included four dimensions of self-awareness, balanced processing, relational transparency in the relationship, and internalized moral perspective. The organizational trust variable includes three dimensions horizontal, vertical, and institutional trust. Content and construct validity methods were used to assess validity. In terms of construct validity, first-order confirmatory factor analysis in AMOS software was implemented. The factor loadings of the questions were examined and the factor loadings of all questions were greater than 0.5, so the construct validity was confirmed. Cronbach's alpha was used to measure reliability. Statistical analysis was done by SPSS and AMOS software.

According to the findings, 75% of respondents were male in terms of demographic characteristics. In terms of education, most of the respondents had a bachelor's degree, and in terms of work experience, most of the respondents had more than 12 years of work experience. Kolmogorov-Smirnov test was used to check the normality. The data were normal. Table 1: Test of Normality .Table 2: The result of the test of research hypotheses According to Table 2, since the value of the significance level in all hypotheses is less than 0.05 and the critical value is greater than 1.96, the hypotheses are confirmed.

The results of the first hypothesis showed that authentic leadership has a positive and significant effect on organizational trust. One of the most important tools for the success of charities is trust. Trust in charities is two-way, in the sense that both benefactors and employees should trust charities. Since most charities are dependent on benefactors for their activities, charities will face problems if benefactors do not trust them. The findings based on the second hypothesis showed that authentic leadership has a positive and significant effect on employees' horizontal trust. The results of the present study show that authentic leadership can increase the horizontal trust of employees. The key to increasing horizontal trust is developing communication between individuals. A strong communication network can increase people's awareness and consequently reduce conflicts and disputes. The findings based on the third hypothesis showed that leadership has a positive and significant effect on employees' vertical trust. Vertical trust in charity organizations can be interpreted as the trust of benefactors in managers and also the trust of employees in their higher managers. The findings based on the fourth hypothesis showed that authentic leadership has a positive and meaningful effect on the institutional trust of employees. Institutional trust is to assure the stakeholders about the goals and strategies of the organization and attract their participation to cooperate in this field. To create transparency, the charity managers are suggested to provide the financial performance of the charity to the public monthly. Also, charities should evaluate their activities with the help of an auditor and publish the auditor's reports publicly.

reducing ageism is one of the most important factors to increase life satisfaction among the elderly. Ageism in the society can be observed and search able in various institutions. One of the sources for search ageism is the media and specially cinema. Therefore, the purpose of this study is representing  the elderly role’s charactericties in the Iranian movies Durnig the last 30 years(1989-2018).

This is a descriptive-analytical study of quantitative content analysis.  The sample of this study includes 65 elderly roles from 41 films focusing on the elderly, which were selected by purposive sampling of Iranian movies in the last 30 years. The data collection tool in this study was Magoffin checklist for Older Characters in Movies. Descriptive statistics of frequency and percentage were used to describe the characteristics of the role of the elderly and Chi-square test was used in SPSS software version 23 to analyze the relationships.

The results showed that in the examined films, the majority of the elderly who were shown were young old (52.3%) male (72.3%) and of Persian ethnicity (89.2%) .The genre of most films (44%) was drama and mostly played a minor role (49.2%). But the elderly were active and independent (55.4%); but in general, most of the stereotypes were related to the elderly (58.5%) and only 32.3% of the stereotypes were positively represented. Negative stereotypes were more common in older men (59.6%) than older women, and older women were more represented with positive stereotypes (38.9%); But this difference was not statistically significant (p <0.05).  The most common age stereotypes in the last 30 years have been John Wayne conservative (positive) and Despondent (negative) age stereotypes. , although The trend of changes in stereotypes in the last 30 years is positive, has not been statistically significant (p <0.05).

The results showed that the representation of the role of the elderly in Iranian films During the last 30 years portrayed ageism and negative stereotypes more than positive and neutral stereotypes and in recent years there has been no significant change. Therefore, it is necessary to pay more attention to media interventions related to the elderly and the production of films focusing on the elderly; To promote active aging and increase the respect and social inclusion of the elderly in society.

Evaluation and conservation of native chickensas valuable genomic resources is essential.This is the first study for discovering variants in Lari chicken by whole genome sequencing data. The study of genetic diversity of Lari chicken at genomic level can provide useful information for its preservation and breeding. In this study, genomic diversity of five Lari individuals was investigated using whole genome sequencing technique.

Blood samples were taken from five Lari chickens from cites of Shiraz and Zabol, Iran. Whole genome sequencing (paired end sequencing) was done by Illumina Company) Hiseq 2500). Data quality was determined by FastQC program. Whole genome sequencing datawere aligned with chicken genome reference(Gallus_gallus-5.0/galGal5) using MEM algorithm applied in burrows wheeler aligner program (BWA). Processing of bam files was done in several steps. PCR duplicates were removed using Picard program. The Percentage of alignment with the reference genome and coverage or depth were calculated using the flagstat and depth commands in samtools software. Single nucleotide polymorphisms (SNPs) and small insertions and deletions (INDELs) were identified by the genomic analysis toolkit (GATK)program. Annotation of SNPs and Indels was done using SnpEff program. Genetic diversityof five chicken genomes was calculated with VCFtools.

The mean percentage mapping of short sequences with the reference genome was 99.85% and the mean coverage depth was 7.65 X. In this study, 9.8 million SNPs and 10 million Indels were identified with the most counts of them in the intron and intergenic regions. The mean ofobserved and expected heterozygosity percentages for SNPs in five chicken genomes were 0.30 and 0.35, respectively.

Results from annotation showed that percentage of silentSNPs (74.38%) is higher than that nonsynomous SNPs (missense and nonsense, 25.62%) in Lari chicken genome. The lower observed genetic diversity than the expected genetic diversity, can be due to the forces such as inbreeding in the population of Lari chicken

The success of organizational initiatives for environmental sustainability depends on the environmental behavior of employees. One of the major challenges is ensuring that environmental sustainability is properly integrated into human resource policies. Green human resource management has emerged from organizations involved in environmental protection and environmental biosecurity activities. The purpose of this study was to investigate the impact of green HRM activities and service culture on environmental behavior of employees considering the moderating role of individual green values. The data were collected from 100 employees of Isfahan Municipality. The results show that green HRM practices have a positive effect on employees' environmental behaviors, and the biosphere's values moderates the relationship between training and green thumb on employee environmentally friendly behavior and the relationship between green performance management and employee environmental behavior. But the relationship of green employment selection has no moderating effect on employee environmental behavior. Also, service culture has only moderated the relationship between green employment and environmental behavior of employees and has not moderated other relationships.

In order to study the effect of foliar application of different levels of methanol on yield and physiological traits of two dry-land wheat varieties, an experiment was conducted as factorial based on completely randomized block design in 2014-2015 in Khorram Abad climate conditions in research farm of Khorram Abad Agriculture Station. The experimental factors were: (M) Methanol foliar application (M1: distilled water (Control), M2: 10% (v/v) methanol, M3: 15% (v/v) methanol, M4: 20% (v/v) methanol, M5: 25% (v/v) methanol and M6: 30% (v/v) methanol); (V) wheat varieties (V1: Zagros, V2: Qaboos). Results showed that the effect of different levels of methanol foliar application on SPAD index and relative water content was significant and highest amount of these traits obtained in 20% methanol and 25% methanol resulted to highest biological and grain yield but methanol application had no significant impact on protein content. Highest leaf area, biological yield and grain yield obtained in Qaboos variety and highest protein content observed in Zagros variety. It appears that foliar application of methanol resulted to decrease in photo-respiration and increasing accessibility of carbon resulted from methanol degradation and Qaboos variety produced more grain yield and vegetative growth due to higher adaptability with growth medium conditions.

The purpose of this study is to provide a behavioral entropy pattern in the organization. This research has been carried out in the framework of qualitative approach and using the research methodology of the Foundation. Data collection tools were semi-structured interviews and interviews were conducted using a targeted sampling method with 23 senior and middle managers of Isfahan municipality and academic experts familiar with organizational issues and organizational behaviors. Data analysis was performed in three stages: open coding, axial coding and selective coding. Based on this, a qualitative research model was designed. In this model, the most important causative factors were individual, organizational and environmental factors. The main phenomenon in entropy was the behavior of organizational injustice. The underlying factors included lack of organizational transparency, inappropriate socialization, lack of comparative leadership and organizational culture. The results showed that the weakness of communication systems, the silence of managers against the hackers and the hypocritical behaviors of managers and employees are the most important factors in intervention. Based on the results of the justification, the escape rule and the non-emotional-mental conflicts are the strategies of individuals in behavioral entropy. Finally, the entropy consequences of behavior were categorized in the form of five individual, organizational, group, family, and environmental consequences.

Although at some period of history some religious scholars believed religion
was the reason for backwardness of communities, divine religions are drivers for individual and social capital accumulation and improving economic, cultural and social community. Therefore, religion can be considered in two dimensions of individual religious capital and social religious capital, which can be resulted in development of society as a motivating factor.
The purpose of this study was to investigate the religious capital impact on organizational citizenship behavior. The population consisted of 270 employees of Social Security Organization in Isfahan. The sample size of 159were determined randomly and according to the Grjsy and Morgan. For data gathering religious capital and organizational citizenship questionnaire was used. Validity and reliability of questionnaire confirmed using content validity and Cronbach's alpha reliability coefficient of respectively 82.0, 76/0. For testing hypotheses Structural equation modeling using Amos software was conducted. Results showed that the religious capital has significant impact on organizational citizenship behavior with path coefficient of 0.46. Subsidiary hypothesizes of religious capital factors (include rulings, beliefs and morality) impacts on corporate behavior were significant with path coefficient of 0/52, 0/39 and 0/47 respectively.

Social capital is a concept based on the idea that social networks provide a basis for social cohesion and cooperation. It has been characterized as ‘the glue that holds societies togethe’. Social capital's most commonly adopted definition in health sciences recognizes five characteristics: community networks, civic engagement, civic identity (belonging, solidarity, equality), reciprocity and norms of cooperation, and trust in the community). Within the literature, studies distinguish between individual and collective conceptualizations of social capital, but the definition as a community asset is currently “privileged” over individual definitions. Social capital has been divided into two components, ‘structural social capital’ and ‘cognitive social capital’. Social capital refers to the institutions, relationships, and norms that shape the quality and quantity of a society's social interactions. Increasing evidence shows that social cohesion is critical for societies to prosper economically and for development to be sustainable. Social capital is not just the sum of the institutions which underpin a society – it is the glue that holds them together. Structural social capital refers to the existence of relationships, networks, and associations that link members together. Cognitive social capital is the ‘driving force’; it includes values, norms, civic responsibility, expected reciprocity, charity, altruism, and trust. Structural and cognitive social capital, respectively, can be characterized as what people ‘do’ and what people ‘feel’ in terms of social relations.
Employee empowerment is an important organizational issue. Empowered employees with new ideas and innovative attributes may increase their ability to respond more effectively to face extensive changes in current public health care work environments. Management literature defines empowerment as a set of
managerial techniques, with no attention to its nature or the processes nderlying the construct (Spreitzer, 1995). Employees may lack psychological xperiences with empowerment, and emphasizing the process of sharing authority may result in an inadequate understanding of the notion of empowerment and its theoretical rationale for related practice. Researchers have extended these definitions to include job redesign, self efficacy by reducing powerlessness , and intrinsic task motivation . Combining organizational and psychological domains, employee empowerment may be viewed as a cognitive state, a psychologically empowered experience with power-sharing, competence and value internalization in organizations. Employee empowerment can be conceptualized as the symbolic construction of the personal state of employees characterized by competence, or the skill and ability to perform effectively, and control, or the authority and autonomy to act . Feelings of competence and feelings of control jointly determine whether the employees feel adequately empowered. Extant public relations studies on empowerment focus mainly on the aspect of power sharing, specifically, how to get the public relations professionals seated at the corporate decision-making table and empowerment of minorities in public relations.
Material and The purpose of this study is to investigate the effect of social capital on the employees’ empowerment. The statistical population of this study includes nurses of Shariati Hospital in the City of Tehran. The sample members were selected through random sampling method. In order to collect the research data, two questionnaires were developed based on the social capital questionnaire of Ston (2001) and questionnaire of employees’ empowerment of Spiretiris (1996). The face validity of the questionnaire has already been investigated and confirmed. On the other hand, the reliability of the questionnaire has been examined through Cronbachs’ Alpha Coefficient.
Discussion of The Coefficients of social capital and employees’ empowerment questionnaires were 0.85 and 0.78 relatively. In order to test the hypotheses, Structural Equation Modeling (SEM) method was used in the Amos 18. The findings revealed that social capital influences employees’ empowerment significantly (path coefficient: 0.76, CR: 3.69). The results of secondary hypotheses of research indicated that social capital influences competency (path coefficient: 0.69), meaningfulness (path coefficient: 0.84), being effectiveness (path coefficient: 0.72), and authority of choice (path coefficient: 0.75) significantly. The results of analysis of variance (ANOVA) revealed that there is not any significant difference between respondents with different demographic characteristics in terms of the effects of social capital on employee empowerment.

Human resources today is the most important factor in the success of their organizations. In this context, one way to achieve competitive advantage is talent and abilities of employees. Talent management in the organization is a very essential factor for optimum use of human resources. The aim of this study is to evaluate the impact of shared leadership on talent management. The Statistical community of the research includes all 280 employees of the telecommunications company of Esfahan. The sample size was determined 162 people based on the Grjsy and Morgan table. To collect data was used two standard questionnaires; shared leadership Cawthorne (2010) and talent management Madadi (1393). The validity was confirmed by content validity and diagnostic validity (average variance extracted (AVE)). Also CompositeReliability (CR)and Cronbach's Alpha Coefficient were used for examining andconfirming the reliability of the questionnaires. The structural equation model and research hypotheses were tested using AMOS software. The main hypothesis results showed that the path coefficient for shared leadership's effect on talent management is 0/57. Also dimensions of shared leadership, includes with respect to the value of the 0/45, 0/39, 0/55 and 0/48 have an impact on talent management, Respectively.

Emphasized the leading role in the organization of the experts. Theories of leadership has insisted less on employee involvement in the organization.
One of the new ideas of leadership that emphasizes the active participation of all employees in different activities is shared leadership. The collective leadership of all employees play an active role in trying to advance the goals of the organization. . The purpose of this study was to evaluate the effect of collective leadership, working group effectiveness mediator role is the sharing of knowledge in the Social Security Organization of Isfahan.
The population consisted of 270 employees of the Social Security Organization of Isfahan is formed. The sample size based on the table randomly Grjsy and Morgan, 159 were determined. A standard questionnaire was used to collect data. Validity through the content validity and construct validity was confirmed using structural equation coefficients of reliability shared leadership 0/81, knowledge sharing questionnaire 0/79 and 0/76 questionnaire estimated the effectiveness of working group Analysis of data collected by the software and Amos21 was SPSS21.
Assumptions test results indicate a direct impact on the effectiveness of of shared leadership, working group, leadership and collective impact on knowledge sharing knowledge sharing and direct impact on the effectiveness of working group. The results showed that, shared knowledge on the impact of shared leadership effectiveness-working group plays the role of mediator.

The concept of health in an organization attracted attention to the conditions that facilitate or causing the development of organizational dynamics. Organizational health is not only the organization’s ability to perform effectively, but also continuously improve the organization’s ability to grow. The purpose of this study is to investigate the effect of the organizational health on the organizational entrepreneurs through mediating variable of the creative climate. This study is a practical research from purpose perspective and is a descriptive- survey one from methodology view. The statistical population of this study includes 280 staffs of Iran Chemical Industries Investment Company. In order to collect the research data standard questionnaire have been used. In order to examine and confirm validity of the questionnaire, descriptive validity was used through AVE index. Also Composite Reliability and Cronbach’s Alpha Coefficient was used for examining and confirming reliability of the questionnaire. The Structural Equation Modelling was used to analyse the data in the SMART-PLS. The results reveal that organizational health influences organizational entrepreneurs and organizational health influences the creative climate. These results also reveal that creative climate influences organizational entrepreneurs significantly. On the other hand, it has been revealed that the creative climate can be considered as a mediating factor in the relationship between organizational health and organizational entrepreneurs.

Background and Oxcarbazepine is a widely used novel antiepileptic drug. In vitro electrophysiologic studies indicate that oxcarbazepine can block voltage-sensitive sodium channels, enhance the functioning of the neural membranes, and inhibit the propagation of synaptic impulses. It is also necessary to investigate the effect of oxcarbazepine on sex hormones because of its effects on the nervous system and the close neuro-hormonal association of this system with reproduction. In this research, the effect of oxcarbazepine was studied on the amount LH, FSH, testosterone Hormones and male reproductive physiology. Methods and Materials: This quasi-experimental research involved 40 adult male volunteers aging from 25 to 45 years old. They suffered from epilepsy and were selected from those admitted to the neurological clinics of Shiraz, Iran, and were assigned into four groups of 10: Control group receiving no materials, and experimental groups receiving 150, 300, and 600 mg/day oxcarbazepine as oral tablets for 30 days. The study was conducted upon the permit of the ethics committee and after the informed consent was signed by the participants. After the termination of this period, the levels of LH, FSH, and testosterone Hormones in the blood were measured. The obtained data were analyzed in SPSS 11.5 using Tukey, Duncan tests and ANOVA. According to the findings, plasma concentration of LH showed a significant increase (p<0.05), whereas in plasma concentration of FSH, no significant change was observed. Also, it caused a reduction in the concentration of testosterone (p<0.05). The use of oxcarbazepine can affect leydig cells in testis via hypophysis-Gonad axis and reduce the production of testosterone.