The main purpose of the research is to design a Pattern of organizational trust management in government organization. This exploratory and applied research was conducted via a mixed method design. A total of 15 scientific working in headquarter of Islamic Revolution Mostazafan Foundation were enrolled into the qualitative part of the research; the participants were selected via purposive sampling. Moreover, of 250 personnel working in headquarter a sample size of 152 people were selected for the quantitative part of the study using Cochran's formula. Simple random sampling method was used to select the participants. Semi-structured interviews in the qualitative section and a formulated questionnaire in the quantitative section were used as data collection tools. The reliability and validity of the interviews was confirmed through the retest reliability and reviewing Lincoln and Goba criteria. The reliability and validity of the questionnaire were also approved by the Cronbach's alpha coefficient and by experts. Using Grounded Theory, the data collected in the qualitative part was analyzed. In the quantitative part, structural equation modeling was used to validate the model. The research findings show 6 dimensions, 12 categories and 24 subcategories as elements of organizational trust model. The first dimension (causal factors) with 2 categories and 5 subcategories, second dimension (underlying factors) with 2 categories and 4 subcategories, third dimension (intervening factors) with 2 categories and 3 subcategories, fourth dimension (central phenomenon) with 1 category and 3 subcategories, the fifth dimension (strategies) with 2 categories and 6 subcategories, the sixth dimension (consequences) with 3 categories and 3 below the category. This research is expected to be useful for improving organizational trust management in this organization in order to adopt a specific qualitative approach and comprehensive examination of effective environmental factors, which may be innovative.

The valuable personality trait that has attracted so much attention today is organizational citizenship behavior. In addition, organizational trust is one of the important factors that influence organizational citizenship behavior. The foundation of all values and behaviors in the organization is moral values, and managers must always consider the highest ethical standards in their organization. The purpose of this study was to design the effect of organizational trust management with an ethical intelligence approach on organizational citizenship behavior.

This research is developmental-applied in terms of purpose and hybrid (qualitative-quantitative) in terms of method. The statistical population was all employees of financial and credit institutions active in Khorasan Razavi province (13 institutions with 453 branches) in October 2015, 336 of whom were selected by the two-stage cluster sampling method. The research tool was a questionnaire whose face validity and reliability by Cronbachchr('39')s alpha coefficient were assessed. Data were analyzed using the Delphi technique, Exploratory factor analysis, and Structural Equation Modeling.

The relationship between ethical intelligence and organizational trust management and organizational citizenship behavior was significant and ethical intelligence had a 79% effect on organizational trust management and a 67% effect on organizational citizenship behavior. The relationship between organizational trust management and organizational citizenship behavior was also significant, and organizational trust management explained 84% of organizational citizenship behavior (p<0.0001).

Organizational trust management with the approach of ethical intelligence and ethical intelligence alone has a role in explaining the variance of organizational citizenship behavior.

Moral intelligence is one of the dimensions of intelligence that can provide a framework for proper human functioning. The purpose of this study is to investigate the position of moral intelligence in the management of organizational trust of credit institutions.

The research is developmental-applied in terms of purpose and mixed (qualitative-quantitative) in terms of method. The statistical population in the qualitative section includes all experts and specialists in management sciences and senior banking managers, 25 of whom were selected by non-probabilistic sampling method (purposive and judgmental). In the quantitative part of the statistical sample, 336 people including all employees of financial and credit institutions of Khorasan Razavi who were selected by two-stage cluster sampling. The main research tool was a questionnaire whose validity was tested formally using exploratory factor analysis and its reliability was assessed with Cronbachchr('39')s alpha coefficient. The value of this coefficient for moral intelligence was 0.83. The collected data were analyzed by exploratory and confirmatory factor analyzes and structural equations.

The findings of this study show that moral intelligence in financial and credit institutions of Khorasan Razavi consists of seven components. Ethical intelligence also plays a role in explaining the variance of organizational trust management by 79%.

One of the factors affecting managerschr('39') trust is their moral intelligence. Based on this, practical suggestions are provided to guide managers and organizational officials.

Understanding the Qur'anic guidelines in Islamic contexts and human resource management and implementing its right principles can be a basis for positive changes in employees' attitudes toward work and the workplace that this matter, in turn, will improve the performance level of the organization. In this research organizational commitment and organizational trust are considered as two of the most important organizational attitudes, then the present study aimed to investigate the impact of Islamic human resource management on organizational commitment of employees by considering the mediating role of organizational trust. The statistical population of this research is the Islamic Republic of Iran Police Force employees in Yazd which consisted a total number of 248 that 150 of them have been chosen as a sample by using Cochran formula and cluster sampling method for limited population. Required data have been gathered through Islamic human resource management, organizational trust and organizational commitment questionnaires with acceptable validity and reliability. Research data analyzing and hypothesis testing have been done by using SPSS Software and structural equation modeling by Smart PLS-3. The results of this study indicate that Islamic human resource management has a positive and significant effect on organizational commitment and organizational trust and also organizational trust directly affects organizational commitment. On the other hand; the mediating role of organizational trust in the relationship between Islamic human resource management and organizational commitment has been confirmed.

Conflict is an inevitable component of today organizational life and undoubtedly the ability to manage and control it in organizations is considered as one of the most important needed skills of today's managers. This research aimed to explain mediator role of organizational trust in the effect of managers' linguistic justice on conflict management strategies which was conducted using Survey method and based on Structural Equation Modeling using Lisrel 8.8 software. The statistical sample of this research included 137 managers and employees of Chabahar Maritime and Marine University who were selected by random sampling method. Required data were collected using Linguistic justice standard questionnaire of Nargesian and Mohammadzadeh (Reliability .80), organizational trust standard questionnaire of Ellonen et al. (Reliability .89) and conflict management standard questionnaire of Robbins et al. (Reliability .89); also, the validity of the questionnaires was confirmed by content validity. The results showed that linguistic justice does not have directly effect on conflict management strategies, but through organizational trust, it has the most effect on cooperative strategy (impact coefficient: 0.54) and then on avoidance strategy (impact coefficient: 0.46) and on control strategy (impact coefficient: 0.45) of conflict management.

The purpose of the research is the impact of strategic human resource management and internal marketing on human resource development policy with the mediating role of job satisfaction and organizational trust in knowledge-based companies. The research method is practical in terms of purpose and descriptive of correlation type according to the method of data collection. The statistical population of the research is all the employees of knowledge-based companies located in Pardis Technology Park of Tehran in 2022. Also, the number of 384 people was determined as a sample using Cochran’s formula, and 415 questionnaires were distributed using available sampling method, and 387 questionnaires were collected. The reliability of the questionnaire was evaluated by evaluating Cronbach’s alpha coefficient, which was 0.775. The results of research hypotheses indicate that internal marketing and strategic management of human resources have an effect on the job satisfaction of employees and the role of organizational justice and procedural justice on employees’ organizational trust has been shown and the role of organizational trust on the job satisfaction of employees was stated, and job satisfaction and organizational trust play a role in the development of human resources.

creativity and innovation is a general and thorough concept whose increase as an integral element in the promotion of state of living , welfare and peace comfort of humans has been taken into account by economic experts and statesmen. Creativity is the core of survival in each organization .Over the past ages many organizations have disappeared due to the lack of creativity , even if they had periodic success in an operation or in a phase eventually they were subject to closure or change of system .
This paper is designed to investigate the effect of Talent Management on Creativity with respect to the mediating role of Organizational Trust.
This is an applied research that adopts a descriptive-correlational method to explore its subject. The study Secretary of Education of all employees of municipality in thirteen districts of Torbat (n=700) out of whom 200 subjects were selected by simple random sampling method. The research data was collected using a questionnaire. The validity of research instrument was assessed using content validity and confirmatory factor analysis, and the reliability was evaluated using Cronbach's alpha coefficient. The Cronbach's alpha for Creativity, Talent Management, and Organizational Trust was 0.85, 0.76 and 0.86 respectively.
Findings: Data analysis was performed by structural equation modeling using partial least squares method and Smart Pls software. The results indicated the significant and positive effect of Talent Management on Creativity 0.48 and corporate culture 0.50 as well as the effect of Organizational Trust on Creativity 0.45. Finally, Organizational Trust was found to play a mediating role in the effect of Talent Management on Creativity 0.38 .
Applying talent management will lead to increased creativity in the organization, and if the ground of creativity is provided, the process of organizational performance improves, and the more organizational trust it has, the more creativity in the organization will increase.