جستجوی مقالات مرتبط با کلیدواژه « knowledge-based organizations » در نشریات گروه « مدیریت »

This study investigates the impact of protean career orientation on employability with the mediating role of proactive career behaviors in knowledge-based companies of Lorestan province. In terms of purpose, the present study is an applied descriptive-exploratory research.. The statistical population of the research is employee of knowledge-based companies of Lorestan province with 156 persons. A total number method has been used for sampling. In order to measure the variables of the research, Briscoe et al’s protean career orientation questionnaire (2006), De Vos and Soens’s employability (2008) and the proactive career behaviors of Chughtai's (2019) have been used. The reliability of the questionnaires was confirmed by Cronbach's alpha and for data analysis, structural equation modeling and PLS software were used. The results show that protean career orientation both directly and through proactive career behaviors increases the employability in knowledge-based companies in Lorestan province.The results show that protean career orientation both directly and through proactive career behaviors increases the employability in knowledge-based companies in Lorestan province.

The export of knowledge-based products with high technology is considered very important for the national economy of developing countries due to its influential role in creating added value and earning currency. On the other hand, the organizational adherence of employees is also vital for the effective functioning of knowledge-based companies, and its absence causes these organizations to bear a lot of costs. In this regard, this research was carried out with the aim of developing a model of export development of knowledge-based companies in the field of electronics and electricity, focusing on improving the organizational commitment of employees in Iran. This research was carried out using a mixed method (qualitative-quantitative) which extracted 17 indicators of the desired model in the qualitative part and by using the content analysis of valid researches and determining the relationship between the indicators to achieve the model in the quantitative part. It was done by relying on the Interpretive Structural Modeling (ISM) method. Analyzing the qualitative and quantitative data of the research was the achievement of a six-level model, the most effective indicators of this model being the appropriate working environment in knowledge-based companies, internal and external communication of knowledge-based companies, the state of labor demand in export markets and special characteristics in the sixth level of this model. were knowledge-based companies.

In today's complex environment, it is necessary for the success of organizations to maintain stable employability. The benefits related to job regeneration and the quality of relationships with colleagues effectively determine the success of people to stay in employable jobs in a very competitive world. Knowledge-based organizations, which play an important role in society by hiring skilled people, should associate themselves with the emerging changes and developments in the organization's new environment and strive for the stability of employability in this competitive environment. Today, the most important component of empowering employees for employability during employment is relationships with colleagues. All human beings need to establish relationships with others in the family, school, and work environments; Because creating good relationships is one of the most basic elements of happiness and success of every person in life. With these interpretations, co-worker relationship management constitutes an emerging trend in human resource management through creating and maintaining personal relationships and mutual value with employees based on information technology and also has an interesting impact on daily tasks, processes, and responsibilities. The current research was conducted to investigate the effect of the quality of relationships with colleagues on the ability to be employed sustainably with the mediating role of career regeneration.

Design/Methodology/Approach: 

This research is based on a practical purpose and in terms of method, it is a descriptive survey. The respondents of this research were 120 experts from knowledge-based organizations active in the science and technology park of Lorestan province. Using Morgan's table, 92 people were selected as a sample using a simple random method. A standard questionnaire was used to collect research data. Cronbach's alpha method and composite reliability and validity were measured by the convergent method. A structural equation modeling approach and pls software were used to analyze the data. Regarding the analysis method and software used in this research, it is necessary to explain that SPSS software and Cronbach's alpha were used to check and test the normality of the data and measure the reliability of the data collection tool. Also, Smart PLS software was used to measure the convergent and divergent validity of the questionnaire and to test the research hypotheses. Content validity, convergent validity, and divergent validity have been used to verify the validity of the measurement tool. Content validity has been established by ensuring the consistency between the measurement indicators and the existing literature, and it has been obtained through a survey of professors.

The results of the hypothesis test showed that the quality of relationships with colleagues has a positive and significant effect on sustainable employability; Also, the effect of the quality of relationships with colleagues on job regeneration was confirmed. In addition, the effect of the role of job regeneration on sustainable employability was confirmed. Finally, it can be said that job regeneration has a mediating role in the quality of relationships with colleagues on sustainable employability.

The results of the research indicate that organizations should involve all employees in job regeneration to benefit from strategic benefits; Because this work brings many advantages for individuals and organizations. In addition, job reinvention is a personal human resource management practice, and its integration with management-oriented human resource management practices solves new work needs and challenges, and finally, new insight for managers and employers of knowledge-based organizations. brings to invent methods of quality relationships with colleagues to improve job skills as well as organizational effectiveness and sustainable employability. Regarding the practical and applied aspect of the current research, it should be said that by increasing the quality of relationships with colleagues based on friendship, trust, intimacy, personal concern and respect, organizations can develop participation in their organizational structure and enrich work and maintain Increase sustainable employability and also, to meet the emerging job needs, turn to job regeneration by improving the job skills of the employees and keep and hire skilled and qualified people in the organization while maintaining their strategic advantage.

One of the important issues that has caused the goals set for policies of the science and technology fails to be realized is the lack of definition of boundaries of the tasks and options of the organizations. Therefore, designing a policy model for science and technology for Knowledge based organizations is essential. This research is aimed at designing a science and technology policy model in order to promote the employee’s participation in knowledge-based organizations. We used a qualitative approach  in this research. The statistical population of the research included 16 experts who made up of six academics and ten managers  of  knowledge-based organizations, who were selected by snowball sampling. The data collection method was field and the data collection tools were archival studies and semi-structured interviews. In order to obtain the reliability and validity of the data, we asked  participants and several non-participant experts to review the data. Data analysis was done in three stages of open coding, axial coding and selective coding, which indicates 106 general themes. The findings of the research show that the obtained model can be used as a theoretical model for the science and technology that promote the employees participation in knowledge-based organizations.

Chaos-order organization is a complex and dynamic combination of several elements that create the overall entity, and its behavior is unpredictable (chaotic), but also has a pattern (orderly). Organizations that operate in current conditions have experienced competitive and turbulent environments, and in order to maintain their lives, they have to find the characteristics of chaos-order organization. Organizational learning is one of these methods, which is a set of mechanisms and processes used within the organization to realize learning.

The current research is a descriptive-survey research of an applied type, which was carried out with the aim of measuring the effect of the components of the chaos order organization on the organizational learning ability of employees in knowledge-based organizations. The scope of the study is the employees of the Mobile Communications Organization of Tehran and the number of the statistical sample is 85 people. Data collection has been done through a questionnaire. Data analysis has also been done using the method of structural equations and Lisrel software.

The findings show that about 81% of the changes in organizational learning ability can be explained by the components of the chaos-order organization in the workplace.

The obtained results show that the components of innovation acceptance, rigid structure and uncertainty of chaos order organization are effective on organizational learning ability. A chaos-order environment has facilitators that enhance learning and maximize learning in the organization.

The world of technology is constantly changing today. So, awareness of these developments and changes, appropriate response, and coordination between them is one of the key concerns of most organizations. To address this challenge, organizations also need to monitor and implement appropriate measures to deal with these technological developments. Therefore, the purpose of this study is to provide a model of technology scouting in knowledge-based organizations using new multi-criteria decision-making techniques. Also, library studies and questionnaires have been used to extract the effective factors. After extracting and identifying the key factors based on the opinions of 30 experts, the model has been presented. Then, with the formation of the panel of experts, similar factors were merged and 26 factors were identified. Also, the technique of SWARA use to determine the weight of the indicators, and prioritizing the options has been used the WASPAS. Among the strengths of this model are the main influential organizational, environmental, and technological factors and their sub-components. The results showed that the index of empowering technologies with a coefficient of the importance of 0.108 has the first rank, then the indices of governing laws and regulations, strategy development, and organizational strategies in the organization have the second and third ranks, respectively

The aim of this study was to design and explain an agile leadership style model using an interpretive structural approach.

This research is based on mixed research and qualitatively and quantitatively in the deductive-inductive paradigm, which is applied in terms of purpose and descriptive in terms of nature and method. The statistical population of the research in the qualitative and quantitative part consists of 30 senior and middle managers of knowledge-based companies in Lorestan province who have been selected based on purposive sampling method. In the qualitative section, semi-structured interviews were used to collect data, the validity and reliability of which were confirmed using CVR and Kapai-Cohen test. The data collection tool in the quantitative part is a questionnaire which validity and reliability were examined using content validity

The research results show the indicators and components of agile leadership style in knowledge-based companies. Thus, the research findings include the identification of 22 agile leadership style indicators at five levels (first, second, third, fourth and fifth) and are described in the final model.

The operation of knowledge-based companies in a change-rich environment that requires rapid response and appropriate adaptation to these changes requires the presence of agile leaders with unparalleled flexibility and environmental awareness and the ability to make rational and effective decisions in a complex environment. Stable and rapidly changing knowledge-based organizations can bring these organizations to the shore of success by going through dramatic changes and transformations.

Aim and Introduction. Organizations to get distance of environmental challenges and maintain competitiveness, past approaches and solutions lost need to use the capability and the current environment that requires new paradigms and perspectives. Therefore, agility is a strategic and new weapon to take advantage of potential opportunities as well as positively deal with environmental threats [20]. Agility almost rejects the old ways of doing things that fit the traditional operating conditions and emphasizes the approach that in a highly competitive environment, organizations need to be very flexible and very sensitive to change. [26]. On the other hand, research shows that 46% of the failures of organizations in making changes, organizational improvement and overall adaptation to environmental conditions, are due to incorrect leadership style [8]. Today, managing and leading advanced and complex organizations such as knowledge-based organizations in a highly dynamic and changing environment requires leaders who have the ability to adopt flexible and adaptable strategies based on external and internal dynamics, and from a broader perspective to Recognize and evaluate different conditions and respond quickly to these conditions. Leaders who have the adaptability and flexibility to lead in challenging and unpredictable situations [29]. In the management and leadership literature, these leaders known as agile leaders. Therefore, the aim of this study was to identify and explain the most effective and efficient components affecting agile leadership style using Fuzzy Dematel method.Methodology. This research is a type of research mixed with a qualitative and quantitative approach in the inductive paradigm, which applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population of the research was the managers of knowledge-based companies in Lorestan Province, about thirty experts selected according to purposive sampling method. In the qualitative part, a semi-structured interview used to collect information, the validity and reliability of which confirmed using CVR coefficient and Kappa-Cohen test, and the data obtained from the interview were analyzed using Atlas.ti software and coding method. Factors affecting agile leadership style identified. In the quantitative part, a pairwise comparison questionnaire was used to collect information, the validity and reliability of which were confirmed by content validity and retesting , and the most effective and influential components affecting agile leadership style were identified using the Fuzzy Dematel methodFindings. Factors affecting agile leadership style in knowledge-based organizationsincluding high flexibility, high communication skills, risk-taking and foresight, intellectual curiosity, high emotional intelligence, insight and having Broad vision, criticism and strong will and perseverance are in the cause group, which shows the importance and great impact of these factors on other parameters affecting the formation of agile leadership in knowledge-based organizations. In addition, cheerfulness and openness, strong social relationships, creative thinking, a relationship with respect, striving for self-improvement and employees, a relationship with support, empathy and intimacy, self-motivation and injecting passion and enthusiasm into employees, resilience High and belief in the abilities of themselves and employees are among the most effective parameters in the formation of agile leadership. In fact, these parameters are much more influential than other factors.Discussion and Conclusion. Leadership style is not only one of the key factors that determine the growth or failure of the organization, but also considered to determine the strategies that govern it [19]. In fact, leadership is the most important factor in the continuation of life and success in the organization and is a fulcrum around which all other variables interact [53]. One of the reasons for the vital importance of leadership in the organization is its strong influence on the behavior of followers, so that it is claimed that the role of leadership in the organization determines the difference between great success or complete failure [18]. Undoubtedly, the key to the success and growth of social organizations and enterprises is the result of the effectiveness and positive actions of their leaders (54). Therefore, the activity of knowledge-based companies in an environment full of change that requires rapid response and appropriate adaptation to these change, requires the presence of agile leaders with high flexibility and environmental awareness and the ability to make rational and effective decisions in complex, unstable and unstable environments. Rapidly changing knowledge-based organizations can bring these organizations to shore of success by undergoing dramatic changes and transformations. Agile leaders who have the necessary emotional intelligence and skills and can promote effective cooperation and teamwork in the organization by communicating effectively and understanding the feelings of employees to guide their organization well in difficult situations and uncertainties and high complexities.

 The aim of this study is to identify and prioritize the antecedents and consequences of agile leadership style using fuzzy Delphi method.

This research is a type of mixed  research with a qualitative and quantitative approach in the inductive paradigm, which is applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population of the research was knowledge-based companies in Lorestan Province, from which 30 experts were selected according to purposive sampling method. Data collection tools were in the qualitative part of the interview and in the quantitative part of the questionnaire.

 The results show that among the precedents of agile leadership, flexibility, creative thinking skills, stakeholder management ability, learner personality, high environmental awareness and digital literacy are the most important factors. Organizational Agility, increasing Employee satisfaction and commitment, increasing customer satisfaction and commitment, promoting creative thinking and avoiding stagnation, spreading the culture of continuous learning and increasing the efficiency and effectiveness of the organization are the most important consequences of this leadership style in knowledge-based organizations.Limitations & Consequences: Research limitations include difficult access to sample members and the time it takes to collect information from them, as well as the lack of literature and theoretical foundations related to agile leadership style.

Identifying and prioritizing the antecedents and consequences of agile leadership Style.Innovation or value of the Article: Agile leadership is a new concept in the leadership and management literature and research in this field is very limited in the country, so the present study by identifying the factors affecting this leadership style and its consequences, can also be a basis for further research and provide guidance for leaders and managers of knowledge-based organizations to make appropriate use of this leadership style.

The purpose of this study is to identify the reasons for employee’s turnover of Iranian knowledge companies in the field of compensation system and providing constructive strategies to reduce the rate of turnover. The methodology of the present study is mixed method. The statistical population of the study in qualitative and quantitative parts consisted of 220 knowledge workers in knowledge-based organizations of Sharif University of Technology who left their organizations. Sample size in the quantitative section consisted of 138 persons who were selected by random sampling. Sample size in the qualitative section consisted of 30 persons selected by snowball method. Data were collected through a questionnaire in the quantitative section and interviews in the qualitative section. Friedman and t-test were used to analyze the data in quantitative part and the thematic analysis was used in the qualitative part. The results show that all of eighteen components of compensation system were below average and they are main reasons for leaving knowledge workers. Proposed solutions presented in seven process, human, financial, cultural, technological, structural and legal-political themes. The results of this study can help improve compensation policies in order to maintain key forces in knowledge based organizations.

The success of knowledge-based organizations requires the promotion of creativity and innovation, and sometimes it requires the courage to act beyond the redundant and cumbersome bureaucratic rules. Thus, the present study has dealt with the role of authoritarian leadership in encouraging creative deviation among employees by encouraging them to dare.

This is an applied and descriptive survey research. The statistical population consisted of employees of knowledge-based organizations in Lorestan Province, Iran, of whom 309 employees were selected as a statistical sample. The data collection tool used in this study was a questionnaire. In fact, its validity was assessed by content validity method, and its reliability was evaluated using C‌r‌o‌n‌b‌a‌c‌h‌‌'s alpha method. The data was analyzed by structural equation modeling using Smart Software Pilates and SPSS.

Authoritarian leaders make a positive and significant effect on moral deviation both directly and through employees' assertiveness.

Managers of knowledge-based organizations can strengthen the capacity and daring of employees to think and act beyond the existing bureaucratic constraints, and thus this will lead to enhancing their creative and innovative performance.

In the current economic conditions of the country, retaining knowledge workers is one of the most important future challenges for organization, especially in the knowledge-based organizations. So, this study aimed at designing a knowledge worker turnover model. The mixed method has been used in this research. In order to collect data, three-stage Delphi technique, semi-structured interviews and research background were used in qualitative section and structural equations were used in the quantitative section. Based on the findings of qualitative section of the research, 7 factors including: environmental, organizational and structural, occupational, individual, legal, ideological and managerial factors, 35 components and 167 items were identified. The results of structural equations showed that model of turnover of knowledge workers in Oil Products Distribution Company Includes environmental, structural, occupational, legal, ideological factors, among which the structural factor was the most important and the legal factor was the least in the ranking.

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.

The purpose of this study was to analyze the effect of inclusive leadership on incidence Innovative behaviour with the mediate role of psychological health.

This study is a descriptive survey research and in terms of purpose is an applied research. In this study, standard questionnaire was used to measure variables. Validity and reliability of the questionnaire were confirmed by using the content validity method and Cronbach's alpha. The statistical population of the research is Knowledge-based organizations in Khorramabad city which Using available sampling method and using Cochran formula, 187 employees were selected as sample members. Data were analyzed using structural equation modeling with Amos and SPSS software.

The results show that at confidence level of 0.95 inclusive leadership has a positive and significant effect on Innovative behaviour and psychological health. In addition, the analysis of indirect paths shows the mediator role of psychological health has effect in influencing inclusive leadership on incidence Innovative behaviour.

as a general result, it can be acknowledged that inclusive leadership style by sharing the duties and responsibilities among the members of the group provides the ground for restoring the youth workforce through increased respect and participation in organizational issues and provides the conditions for expression and Implementation of new ideas.

Directing the created knowledge in the organization to the users and making it practical requires an appropriate strategy. The main aim of this study is to identify knowledge mobilization strategies and provide a framework to facilitate access to these strategies.

The present study is a kind of review study. It is practical in terms of purpose and has been done by Meta-Synthesis method. The information sources used in this research are studies on knowledge mobilization strategies published between 2006 and 2020. By using specific keywords, 25 articles were found and after a closer review, 13 sources were evaluated eventually.

In order to facilitate access to extracted strategies, based on the similarity of their characteristics, a framework has been proposed that categorizes strategies into three main groups: Research-oriented and Service-based, Participation-oriented, and Education-oriented and informative.

The use of knowledge mobilization strategies helps to grow knowledge and empower people to apply knowledge to solve their real-life problems. For this purpose, it is essential to develop infrastructure and create culture about giving application to the theoretical knowledge produced in organizations.

This research is aimed at designing and explaining human resource knowledge architecture model in knowledge-based organizations using interpretive structural approach. It is based on mixed method including both qualitative and quantitative sections. The research is an applied one in terms of purpose, which follows descriptive survey method in terms of nature and methodology. The statistical population of this study is composed of knowledge-based companies of Lurestan province of which 30 experts are selected as sample according to theoretical adequacy and purposive sampling method. Data collection tool contains semi-structured interviews in the qualitative part of the research and a questionnaire in the quantitative section. To identify the factors, the data and information obtained from the interviews are analyzed using Atlas.ti software as well as the database coding method based on Strauss and Corbin approach, as a result of which the components and indicators of HRM are identified. In the quantitative part of the research, using the Matlab software and the interpretive structural modeling method, the final model of the research is designed. The findings of the study include HR architecture indicators and components of HRM model in knowledge-based organizations.

For any organization or any company in any location and industry, the key to success is not just rely on one source of advantage, But the best and most successful companies understand that must always enhance Themselves competitive abilities and abilities and able to achieve more success this way. Therefore, the aim of this study is Design of model-based, organizational capabilities strategies approach, according to the dimensions of organizational knowledge & tradition and attitudes of knowledge & industry. The main question is whether this study can be explained, organizational capabilities based on the theory of strategic reference points? The approach of this research is Case Study based on the philosophy of knowledge (epistemology) and philosophy of thinkers (anthropologist). On the other hand, based on a literature review of strategy, organizational capabilities and library study were determined, Integrated and coordinated model of organizational capabilities not provided with context, And this research uses the Strategic reference points,

The main purpose of the research is to identify and explain the Effective factors and outcomes of Level five leadership using the Delphi Fuzzy technique. This research is applied in terms of purpose and descriptive survey. Also in terms of typology of research, it is a mix research with qualitative and quantitative approach in inductive deductive paradigm. The statistical population of the research is knowledge based companies in Lorestan province, with 30 of their experts selected according to the principle of theoretical adequacy and using a targeted sampling method.The validity and reliability were confirmed using CVR coefficient and Kappa-Cohen test. In the quantitative section is a pair wise questionnaire whose validity and reliability were confirmed using content validity and retest were used. In the qualitative section, the qualitative data obtained from the interview using Atlas.ti software and the coding method was analyzed. In addition, in the quantitative part of the study, Delphi fuzzy method was used to determine the priority of the five level Leadership most important factors and outcomes. The results show that among the important factors of five level leadership, temperamental temperance, humility and self-esteem, high emotional intelligence, and courage in innovation as the most important accomplishments and factors leading the level five in knowledge based organizations. The results also indicate that the long-term horizons for the organization, modest leadership, deep dissemination, and mentoring, coaching, mentoring, and organizational management are among the most important consequences and outcomes of the five level leadership in the knowledge based organizations.

The purpose of this study is to present a leadership model in knowledge-based organization in Iran based on Grounded Theory. Researches show that knowledge workers behavior is different from other employees, therefore their motivation drivers, influence mechanisms and leadership model are different. The present study is carried out among qualitative studies. For that, the literature and the earlier studies around knowledge workers leadership have been investigated and theoretical sampling and also deep and exploratory interviews have been arranged. Almost 15 useful interviews have been done with CEO and human resource managers of knowledge-based organizations and university Professors that are related with this organizational and interviews recorded in both written and voice versions. The analysis of data has been started with interviews simultaneously. Open, axial and selective coding steps were taken from recorded audio files through repeated reading and retrieval. Finally, 16 axial codes were obtained and the model of knowledge workers leadership was extracted using these codes. The mutual trust-based leadership style is the main code of model. Also, motivation by Job, Work Environment, Trust and Compensation are the strategies for motivating knowledge workers. This research could be useful for managers in knowledge-based organizations of different levels and the decision maker organizations in government that are related to knowledge-based organization.

The purpose of this study is to design and explain the fifth-level leadership model in knowledge-based organizations. This applied and descriptive survey combined quantitative and qualitative methods. The statistical population of the research was knowledge-based companies in Lorestan Province, from which 30 experts were selected according to purposive sampling method. In the qualitative section of the research, data were collected through semi-structured interviews. Atlas.ti software and the coding method were applied to analyze the data obtained from the interviews and as a result, the fifth
level leadership components were identified. In the quantitative section, data were collected by questionnaires, and were analyzed by Matlab software and Interpretative Structural Modeling (ISM). Consequently, the final model of the research was developed. The results of the study include the components and dimensions of the fifth level leadership and present the five-level leadership model in knowledge-based organizations. Findings also indicate the main
dimensions, situational properties, type of the leader-member exchange, skills and personality and behavioral characteristics of the fifth-level leadership.