Leadership

The aim of the present study is to design a smart leadership model for education managers. The research method is applicable according to its purpose, and its method is qualitative and of the type of content analysis. The statistical population includes 12 university professors and scientific research experts with a degree in public administration, as well as education managers and experts in Torbat Heydariyeh city, who were selected through purposive sampling dependent on the selection criteria, and the selection of samples continued until theoretical saturation was reached. The data collection tool is a semi-structured interview. The validity of the research data was examined and confirmed by returning to the participants and external auditors. The content analysis method and Atlas ti8 software were used to analyze the data. The results indicate that 4 organizing themes: pragmatic management, knowledge management, organizational management, and team management were identified and confirmed; and the results also showed that the elements of the smart leadership model for education managers are knowledge management, organizational management, team management, and pragmatic management.

Leadership as one of the important and influencing factors on organizations has been widely studied and researched. The degree of success of the organization in achieving the desired benefits, the amount of motivation and effort of the employees for the success of the organization, the extent of the influence of the organization in its interactive environment, and of course the effectiveness of the leadership, depends on the type and behavior of the leader. Due to the fact that schools usually have a weak external efficiency, their graduates are not able to attract the labor market and therefore they only look for the hope of getting employment by continuing their studies in universities. If business schools with effective leadership are established and developed in the country, the educational efficiency for the graduates will be improved at a significant level in order to enter the labor market and economic activities and job creation. In order to make educational activities entrepreneurial, school management should be reviewed from the perspective of leadership to make business education possible with the approach of entrepreneurship development. Identifying school management from two aspects of organization and learning management is necessary to implement school management with an entrepreneurial approach.The leadership of business schools with the approach of entrepreneurship development requires attention to both aspects in terms of management and leadership of education and improvement and management and promotion of the teaching-learning system, which has not been studied in this field based on the researcher's search. Considering that steps have been taken to create entrepreneurial schools in Iran, but we need more development in this field; So, we seek to combine this approach with business components in order to complete the creation of ideas and values and innovation with financial literacy and enter the business market based on the guidance and direction of the leader. Therefore, the main problem of the current research is what are the dimensions and components of leadership of business schools with the approach of entrepreneurship development in Iranian schools and what is the appropriate model for it?

Researches have been carried out either from the perspective of teaching-learning methods for the development of entrepreneurship education, or from the perspective of management and leadership style and their change, improvement and promotion in order to develop entrepreneurial schools and review the paradigm of educational leadership.

The study was carried out in a qualitative-synthesis method. The research environment included all domestic and foreign published articles in 2010-2023. Sampling was done in a targeted way until data saturation and in the first stage of 62 articles and finally 53 articles were continued. The tool for collecting information was printed and electronic documents available on reliable domestic and foreign sites. Four methods of credibility, transferability, verifiability, and reliability were used for validity and validation of data. The method of data analysis was based on the classification system of open, organizing and comprehensive concepts. Based on the similarities and differences of the data, categories were made.4- RESULTS & DISCUSSIONIn general, the results showed that the leadership model of the business school with an approach to entrepreneurship development is based on ten dimensions in order of priority (entrepreneurial leadership, excellence-building leadership, collaborative leadership, activist leadership, curriculum leadership, strategic leadership, transformational leadership, brand-building leadership, futuristic leadership, knowledge management leadership) was established.

The skill training of students is dependent on the development of business schools with an entrepreneurial approach, and these schools need appropriate leadership to manage education. The purpose of this research was to design a business school leadership model with an entrepreneurial development approach. Based on the findings, identifying school management from two organizational aspects and learning management is necessary to implement school management with an entrepreneurial approach. This is despite the fact that some steps have been taken towards the establishment of business schools nationwide, but the evolution of the educational system requires more serious attention in this regard, to the extent that the number of business schools with an entrepreneurial approach for students in the regions spread in different countries. It should also be kept in mind that one of the most important characteristics of business schools is the presence of effective leadership in order to achieve the goals and vision of these schools.

The purpose of this research was to investigate the impact of transformational leadership and ethical leadership on the sustainable performance of government organizations with the mediating role of organizational culture. The research method was descriptive-survey with emphasis on structural equation modeling. The statistical population of the research consisted of managers and employees of government organizations of Asaluye city (305 people). To determine the sample size, Cochran's formula was used and 170 people were selected as a sample, which was selected using the probability sampling method and specifically the convenience sampling method. The data collection tool was a questionnaire. Data analysis was done with the help of SPSS 22 and LISREL 8 software. The findings of this research showed that the actions of transformational leadership and ethical leadership have a significant impact on the sustainable performance of government organizations with the mediating role of organizational culture. The results of this research showed that transformational leadership has a more significant effect than ethical leadership on the sustainable performance of government organizations with the mediating role of organizational culture.

Military leadership and command is considered the main factor in the strength of military organizations. Therefore, calculating the coordinates of military leadership and command, and accordingly knowing the command structure can help in the correct appointment of commanders. In this regard, the aim of this research is to identify the concepts and categories of leadership and military command hidden in the thought of the Supreme Leader.

firstly , the concepts of leadership at the national level, military leadership, military behavior in future battles are explained. Then, relying on the principles of qualitative research method and using the grounded theory strategy, the coordinates of military leadership and command have been identified from the point of view of the Supreme Commander of the General Forces. Therefore, this research is applied in terms of purpose. Also, the research approach is inductive and in terms of research strategy, it is grounded theory-based

Based on the coding of His Holiness' statements from the beginning of his leadership until 1402, 51 concepts related to leadership and command were identified. In the Axial coding stage, these concepts were classified in the form of seven main categories under the titles of command characteristics, command foresight, command nature, command tasks, command importance, command leadership and command results.

Originality:

 The results of this research show that leadership and command have distinct coordinates, the use of which will make Aja one step closer to the implementation of the command appointment system.

The present research was conducted with the aim of providing a local model of organizational self-leadership with an emphasis on training in non-governmental organizations, with the approach of data-based theory, in Moalem Insurance Company. This research is of a mixed type. Participants in the qualitative part are 32 people (7 women and 25 men). In the quantitative part, the statistical population is 720 employees, and the sample size was determined by using Morgan's table to be 251 people. Next, using the snowball sampling method and reaching theoretical saturation, a semi-structured interview was conducted with 18 experts from Moalem Insurance Company. In the quantitative part of the research, a questionnaire was compiled from the output of the three stages of coding and the calculated components. Content validity method was used to evaluate its validity and reliability. To analyze the quantitative data of the questionnaire; structural equation modeling method with PLS approach and Smart_PLS software were used. Based on the obtained results, the native model of organizational self-leadership was calculated.

This article seeks to investigate the Prophet Yusuf’s sources of the leadership power from the perspective of the Qur'an. The materials were collected using the library method. They were analyzed through the "descriptive-analytical" method and referring to management and interpretive texts. First, according to management works, sources of power were explained. These sources are: legal power, reward power, skill and expertise power, information power, competence power and relationship. Then, their existence and quality during the prophethood of Prophet Yusuf was proved. Next, according to the Qur'an's statement about the life and management of prophet Yusuf, in addition to the common sources of leadership power mentioned in research works and management books, other sources were found, including: divine success, miracle and revelation. Finally, it has been pointed out that ordinary people can learn from the sources of power of prophets.

This study aimed to investigate the role of managerial factors in neuroscience-based leadership in education in Lorestan province.

The research method is quantitative. The statistical population in the quantitative stage includes the General Directorate and Education Departments of Lorestan Province, totaling 1222 people. 292 people were selected using the Cochran formula and stratified random sampling method. In the quantitative section, 292 people were selected using the Cochran formula and stratified random sampling method. The data collection tool for the quantitative phase was a questionnaire obtained from experts in the fuzzy Delphi stages. Structural equations with a partial least squares approach were used to analyze the data in the quantitative phase.

First, written and electronic sources were meta-synthesized using Xiao and Watson's 8-step process, and the initial model was extracted, and the dimensions, components, and important indicators were verified and agreed upon by experts using the fuzzy Delphi technique. Finally, the reliability and validity of the proposed model were proven using confirmatory factor analysis, and a neuroscience-based leadership model in education-oriented organizations was verified and developed with 5 dimensions, 63 components, and 205 indicators.

The proposed neuroscience-based leadership model is a complete and comprehensive model, as it includes almost all the dimensions necessary for leadership and management in learning-based organizations, especially education.

People from different generations tend to have different views about the world of work. Especially generation Z employees may not have the same mindset as their peers. The present study reviewed the results of the studies conducted on generation Z leadership in organizations. This research is qualitative, applied, interpretive and inductive. Its information sources are articles published about the leadership of generation Z, in two databases, Scopus (Elsevier) and the Institute of Information Sciences, Science Network (Thomson Reuters). The selection of articles is based on the use of the considered indicators. The validity of the research was evaluated using the standard CASP checklist and its reliability was also evaluated and confirmed with the help of Cohen's kappa index. After combining the results of the reviewed studies, a model for generation Z leadership in organizations is presented. This model is formed from the two dimensions of valuing and personal development. Based on this, leadership in Generation Z is categorized into four styles: Servant, Coaching, Democratic and Transformational. The difference in leadership styles depends on the importance of each of the two identified dimensions. This model can be a basis for adjusting the behavior of leaders according to the characteristics of the generation and leadership requirements. The effective leadership of Nesl Zed involves the correct typology of leadership styles and its compatibility with all conditions. However, presenting a single version of Generation Z leadership is a difficult task due to the different platforms, which can be harmful at the same time.

The present study aims to explain the management characteristics of the Islamic Republic system in national cohesion and the formation of the "Islamic Ummah" from the perspective of the leadership of the Islamic Republic. This study is descriptive-analytical in terms of the subject, developmental research in terms of the purpose, and content analysis in terms of the research method. The content analysis method is qualitative research. The main tool for collecting data is record-taking. The statistical population is all of Ayatollah Khamenei's statements. After analyzing the data, the strategies (jihadi management, adherence to Islamic ideals and principles, effective interaction management with the people, etc.) and factors that weaken national cohesion and the formation of the "Islamic Ummah" (enemy's propaganda and media movements, religious differences, weakening religious traditions, destruction of spiritual strongholds, occupation of the country's intellectual and spiritual space, etc.) were identified from the perspective of the leadership.

Leadership as the creator of change and management as the guide of change play two very important and strategic roles in the management of transnational organizations. The performance of adaptive systems in transnational organizations is greatly affected by the performance of its leaders and managers.

To determine the degree of correlation and its type in relation to two domains of compatible and incompatible behavior of managers and leaders in transnational organizations.

The above research is applied in terms of purpose and descriptive correlation in terms of method, using Delphi method.

In this research, by studying On the characteristics of trans-oriented organizations (postmodernism) that have an interpretative approach and comparing them with systemic and contingent (modern) organizations to explain the functional role components of management and leadership (interpersonal - communication and decision-making) in synergy areas. (compatible) - aggressive (incompatible) and independent (neutral) were discussed. In the fields of compatible two cases, incompatible two cases and neutral one case, a two-way interaction between the performance of the trans-oriented manager and the trans-oriented leader in postmodernist organizations was observed. Playing the role of only high supervision and finally consulting and avoiding executive actions for the post modernist leaders in incompatible areas and maximum compliance with the points of view of the post modernist managers helps to reduce the conflict of their communication and functional roles very effectively.

Engaging leadership is a leadership style that inspires and empowers followers. The purpose of the current research is to validate the components of the engaging leadership model in knowledge-based companies.

This research was conducted in a mixed method and was based on in-depth interviews with 17 experts in the field of the subject at the country level until theoretical saturation. The validity of the research data was confirmed by going back to the participants and external auditors. Data analysis was done based on the Strauss and Corbin model in the Atlas TIA 8 software. In the quantitative part, confirmatory factor analysis was used.

A conceptual model of engaging leadership in knowledge-based companies was designed, including the factors of causal factors, central phenomenon, interveners, platforms, strategies and consequences. Confirmatory factor analysis showed that the data were correctly measured.

In order to improve the engaging leadership style in knowledge-based organizations, it is very important for managers to pay attention to causal factors, intervening factors, and platforms, because these three categories promote the central phenomenon that is engaging leadership.

The main goal of this research is to provide a model of good governance in Iran's government organizations with an emphasis on ethical issues.Research Using the metacombination tool with the seven-step method of Sandelowski and Barso, the systematic evaluation and analysis of 317 cases of the findings of past researches has been done and after the monitoring steps, it was reduced to 50 related articles. At the end, the opinions of 11 experts and managers were collected using the questionnaire method, and using the Shannon entropy method based on the content analysis approach, the effect coefficient of the identified factors was determined. According to this research, five main dimensions include: adherence to the law, government performance, participation, leadership, and vision, and the dimension of adherence to the law includes (corruption control, transparency, political stability, quality of laws, and justice). And then the performance of the government from the components (accountability, effectiveness and efficiency, planning) and then the participation from the component (people's participation in decision-making) and then the leadership from the components (empowerment and creative development, leadership duties and responsibility) and The vision dimension consists of the component (determining the political and economic approach and ideals). The results showed that the transparency component has the most impact among the research components.Discussion and First of all, good governance must pass very fair and progressive laws and all the institutions and organizations of the country must comply with the

Employees often face stress, burnout, and a traumatic work environment that affects their mental health in the workplace; Therefore, it is necessary to investigate the factors that improve the mental health of employees in the workplace; Therefore, the purpose of this research is to investigate the effect of transformational leadership on the mental health of employees in the workplace with the role of mediating the resilience of human resources.

Since the intended research is based on the collection of numerical data, it is of a quantitative type, in terms of the purpose of the research, it is an applied research in the field of social sciences and organizational behavior, and in terms of data collection, it is a research with a descriptive-survey approach. The statistical population of the research is 404 employees of Namazi Hospital in Shiraz, and the statistical sample size is 197 employees based on Cochran's sample estimation formula. In order to collect data, a questionnaire containing 41 items was used. In order to analyze the data, structural equation modeling method was used using SPSS 22 and LISREL software.

The findings of the research show that transformational leadership has a significant effect on the mental health of employees in the workplace with a significance coefficient of 8.70; transformational leadership has a significant effect on the resilience of human resources with a significance coefficient of 8.74; The resilience of human resources has a significant effect on the mental health of employees with a significant coefficient of 7.52; Finally, health-oriented leadership has a significant effect on employees' mental health with a mediating role of psychological needs of human resources with a significant coefficient of 8.27.

The present study aims to investigate the factors affecting the adoption of authentic leadership in government organizations using the fuzzy cognitive mapping (FCM) method. This research is exploratory in terms of objective, applied in terms of purpose, and mixed-method in nature, based on both qualitative and quantitative approaches and grounded in the inductive-interpretive philosophy. The statistical population of this study consists of experts who were selected through purposive sampling based on theoretical sufficiency principle. The data collection tool in the qualitative section was interviews, the validity and reliability of which were confirmed through content validity, theoretical validity, and intra-coder and inter-coder reliability. The data collection tool in the quantitative section was a questionnaire, the validity and reliability of which were confirmed through content validity and test-retest reliability. Qualitative data were analyzed using content analysis, and quantitative data were analyzed using the fuzzy cognitive mapping method. The results of this study indicate that strategic and future-oriented thinking, talent management, and positive organizational culture are among the most influential factors in the adoption of authentic leadership in government organizations.

Considering the importance of the role of government organizations in society, it should be stated that if the leaders of these organizations do not have leadership competence and competence, they can have dangerous effects on the organization with any of their behaviors, such as leadership incompetence, corruption, vandalism, immoral behavior, and criminal behavior. Therefore, it can be said that it is necessary to pay attention to the managers' leadership style, specifically exploitative leadership in these organizations. So far, most studies have investigated positive and constructive leadership styles, but less attention has been paid to the exploitative leadership style. In fact, despite a high amount of research on destructive leadership and its different styles in the country, there is little about exploitative leadership style, indicating a theoretical and practical gap. As a result, this research seeks to identify and highlight the indicators of exploitative leadership and the unfortunate outcomes of this leadership style in government organizations.

Exploitative leadership falls under the umbrella of destructive leadership because these leaders show a variety of negative behaviors. Despite research on leader self-interest, there is limited understanding of leader exploitation. Exploitative leadership is defined as a destructive leadership style in which the leader (1) exhibits selfish behavior, (2) pressures employees, and (3) undermines their skills and expertise and creates barriers to their personal growth. Previous research has shown many unfavorable effects of exploitative leadership on employees, including reduced job satisfaction and emotional commitment, increased turnover intention, burnout, workplace deviance, and perceived imbalance in social exchange.

The current research is an applied study in terms of purpose, and regarding the method, it is an exploratory study. The expert team of the current research is the managers of the government organizations of Lorestan province along with the university professors, which was conducted using the purposeful sampling method and numbered 25 people. The tool for collecting information is an interview in the qualitative part and a questionnaire in the quantitative part. Qualitative data were analyzed using the opinions of 25 experts and up to the point of information saturation and theoretical adequacy. Qualitative data were analyzed with "Atlas T" software and content analysis method, and quantitative data were analyzed with the fuzzy cognitive mapping method.

The findings of the research show that the most influential indicators of exploitative leadership are extreme ambition, hubristic personality, self-centeredness, and self-interest. Also, the reduction of motivation and innovative performance of employees, job and emotional burnout, the emergence of a paranoid atmosphere, and the spread of organizational pessimism were identified as the most significant consequences of exploitative leadership.

The performance and actions of leaders do not always lead to the organization's success and progress. In some cases, adverse and unethical leadership styles, such as exploitative leadership, can be the cause of pushing employees and the organization toward decline. In general, exploitative leadership can have unfavorable effects on the performance of employees and, consequently, on the organization's performance. Therefore, the current research was conducted to identify indicators and consequences of exploitative leadership in government organizations.

Leadership is one of the most vital roles and duties of a manager. The inadequacies caused by the increase in the size of the government and the expenses of the government sector, more than ever, reveal the importance of changing government management and paying attention to the role of leaders. In this article, the authors have concluded that according to the multiple characteristics of government organizations in the present era, among the theories, models, and new concepts of leadership, attention to characteristics of the leader, follower, and context can be an efficient approach for leadership in government organizations. On this basis, considering human knowledge management with an Islamic and Quranic perspective, a new model has been designed to fill the gap in the literature.

Avolio (2012) believes that leadership comes to the fore when a leader interacts with followers in a specific context, and all work together to achieve a common goal or a set vision. Many researchers have emphasized the need to pay attention to the mutual interactions of the three dimensions of leader, follower, and context. Leadership research has gone through different paths. Leadership in Islamic culture is a blessing given by God to humanity. Talib Hasham (1991) considers leadership in the organization to be aligned with Sharia. The life-giving school of Islam is a comprehensive and perfect religion with rules and regulations for all aspects of human individual and social life. Leadership in Islamic culture is a blessing that God has made available to humanity; for that, He puts a blessing on man's neck. Therefore, in Islamic culture, man is a creature created by God and covers all his needs and shortcomings in his life. The most critical need is how to use facilities and tools i.e. leadership and management. In terms of management, it is logical and necessary for societies to have a forward-looking view of their growth and survival and plan accordingly. Leadership can pave the way for motivating everyone's determination toward the realization of the desired future, decision-making, and capacity-building for the continued life of the organization. Therefore, the present research has designed a new image of leadership by referring to Islamic texts and considering the aspects of the leader, follower, and context to provide a practical solution for the leaders and managers of the organization.

This research was done in a mixed method. For extracting the dimensions and designing the model, the meta-synthesis method and interview with thematic experts have been used, and the structural equation modeling method has been used to test the model. In the qualitative part, the concepts related to leadership in the three areas of leader, follower, and context from theoretical literature, previous research, and native and Islamic studies were summarized and categorized in three stages and led to the identification of 320 basic themes and 20 secondary themes. These 20 themes were finally classified into three main categories: leader, follower, and context. Before meta-synthesis, the advantage of the qualitative method of content analysis was used to extract themes from native and Islamic studies. Based on a sample of 300 experts from defense, cultural, social, and distribution organizations, the quantitative part examined the research hypotheses. The findings of the quantitative section showed that the leader dimension and the follower dimension have a beta coefficient of 0.096 and 0.094, respectively, and the background dimension has a beta coefficient of 0.082.

Leadership is one of the topics that can create the power of clear foresight to achieve goals in both leaders and followers. The findings of the present research show the dimensions of leadership in the three dimensions of the leader with the components of projection and foresight, encouraging and empowering, cleaning and organizing, competence, servanthood and good deeds, the dimension of the follower with the components of self-leadership and multi-dimensionality, empowerment and development, responsibility and resilience, moderation and moderation, jihadi activity and moral virtues and the context dimension with the components of social, political, cultural, economic, legal and legal contexts, security, national and international and technology have been identified and explained. The results of the quantitative section indicate that the combined attention to all three dimensions of leader, follower, and context has been able to explain 82% of the significant impact of leadership. Also, the influence of the leader dimension is stronger than the other two dimensions. The leader dimension alone can predict 93% of the meaningful impact of leadership. At the same time, the correlation of the leadership dimension with the dimensions of leader and followers is stronger than the correlation of the leader and context.

The results of the present study based on the significant impact of all three dimensions of leader, follower, and context in the leadership of Iranian government organizations were consistent with several other studies that emphasized the identified dimensions in different areas of leadership. Also, by simultaneously considering all three structures of leader, follower, and context, it is possible to solve the complexities and dynamics of the environment. In future research, researchers can investigate the mediation role in the relationship between leader, follower, and context and the mutual correlation between these dimensions and its impact on the leadership of Iran's government organizations.

Coaching leadership is one of the desirable and practical styles of leadership that has positive effects and consequences for the organization. Managers and leaders who manage and lead their organization with this style, bring about transformations and efficient individual, group, and organizational outcomes. In the coaching leadership style, there is a kind of commitment to the growth and development of people in the organization. This commitment is in line with the goals of coaching, which is the actualization of employees' abilities, talents, and potential capacities. Also, coaching leaders should develop strong competencies and skills in themselves and have faith and belief in their abilities to perform the task of coaching desirably. This leadership style also creates positive relationships between managers and employees and increases cooperation and coordination in the organization. Therefore, paying attention to the coaching leadership style in government organizations can facilitate the improvement of the performance and effectiveness of these organizations and help the government to provide the best services to the people. Based on this, the current research was conducted to design a model for the emergence of coaching leadership in government organizations with the interpretive structural modeling method.

Design/Methodology/Approach:

This research was conducted based on mixed research and qualitatively and quantitatively in the comparative inductive paradigm. This research is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of the current research is experts including university professors in the field of organizational behavior management and human resource management, as well as senior managers of government organizations, whose sample members were selected using the snowball sampling method and based on the principle of theoretical adequacy. The data collection tool in the qualitative part is a semi-structured interview, whose validity and reliability were tested by content analysis and theoretical validity and intra-rater and inter-rater reliability. Also, the data collection tool is in the quantitative part of the questionnaire, the validity and reliability of which were measured by the method of content validity and retest reliability. In this research, content analysis and coding with Atlas software were used to analyze the data in the qualitative part. Also, for quantitative analysis, the interpretative structural modeling method was used.

The findings of this research include the factors influencing the formation of the phenomenon of coaching leadership and the presentation of its model. In the qualitative part of this research, through interviews with the experts of the desired data, the effective factors on coaching leadership have been identified. Regarding the method of coding and extraction of qualitative data, it should be mentioned that according to the nature of the questions and the way the experts answered, the words and phrases they mentioned were components related to coaching leadership. Then, in the quantitative part, by designing a questionnaire whose rows and columns were the effective factors in coaching leadership, the experts were asked to answer the questionnaires using the interpretive structural modeling method. Finally, by analyzing the data, the components' leveling and designing the model was done.

In the theories of management, managers find a more essential role every day than in the past. Also, from the organizational point of view, leaders are the most key and effective people whose proper and positive performance can make the employees and the organization successful. One of the new models of effective leadership in today's organizations is the coaching leadership model, which creates a supportive image of the leader in the mindset and attitude of employees, motivates human resources, and also organizational commitment. It is a positive development in the direction of improving the performance of employees and also increasing the productivity of the organization. The results of the research include the design of the emergence model of coaching leadership. In this research, the coaching leadership model has been formulated in four main levels based on the coaching leadership philosophy, the background, and context of coaching leadership formation, the dimensions of coaching leadership, and its consequences.

The current research was conducted with the aim of understanding the virtual leadership style and analyzing its opportunities and challenges in international businesses. According to the research approach , the statistical population of the research consists of 17 professors and managers of private organizations, who were selected based on the principle of theoretical adequacy and targeted sampling. The data collection tool in the qualitative part of the semi-structured interview, whose validity was confirmed through content validity and its reliability with the help of intra-coder and inter-coder reliability. On the other hand, the data collection tool in the quantitative section is the Delphi questionnaire, which was confirmed using content validity and inconsistency rate, respectively. It should be noted that the data obtained in the qualitative section were analyzed using the Atlas software. Analysis coding method and opportunities and challenges of virtual leadership in international businesses were identified. Also, in order to determine the amount and degree of importance of the results in the quantitative part, this was done using the fuzzy Delphi method. The results show that creating multi-purpose teams, solving social and global issues, improving creativity and innovation, selecting top talents and reducing costs are the most important virtual leadership opportunities in business and They are international works. On the other hand, weak information literacy, lack of appropriate communication infrastructure, cultural and linguistic diversity, education and learning, and conflicts with policies, laws and regulations are the most important challenges of virtual leadership in international businesses.