مجله پژوهش های مدیریت عمومی
پیاپی 50 (زمستان 1399)

Innovation is a phenomenon that has significant implications on socio-economic variables such as productivity growth, wealth generation and employment; hence the study of countries' innovation has attracted a significant attraction among policy research. Despite the promotion of the concept of the national innovation system for analyzing the behavior of innovation, complementary perspectives such as the regional system of innovation have also been used because of increased inequalities in different regions. One of the newest regional policymaking strategies is the smart specialization strategy. The strategy states that for each region, certain priorities should be determined with regard to the potential of the region in order to stimulate and enhance innovation at the regional and national levels.Given the differences in the status of innovation in the provinces of the country, this article seeks to provide a framework for designing regional innovation policies based on smart specialization strategies using the inductive method. To this end, the requirements and components of smart specialization have been identified based on the metasynthesis of previous research (deductive). In this step, 119 articles from Scopus, Emerald, ScienceDirect, Springer, and Proquest databases were examined. After three screening stages, 30 articles were identified for a more in-depth analysis, which resulted in a framework for implementing smart specialization strategy. The framework was proposed with the following components:(1) Examining the current situation of the region and analyzing the capabilities of the region; (2) Identify smart specialization priorities; and (3) Smart specialization operational planning.

Innovation is a process dependent on geography and region in which local capacities such as resources, institutions, public and cultural values are the main drivers. Interactions between different sectors of the region, including technical, commercial, legal, social and financial sectors, contribute to the development, protection, financing or regulation of innovation and technology. The dependence of innovation on the characteristics of regions has made it impossible to provide a single model for the development of innovation in the regions, and in fact, a diverse set of institutional capacities, tools and characteristics is needed for the development and management of present and future knowledge. Also important are factors such as regional production, regional environment, system of academia and research in the region, public management, and the capabilities of private and business firms. Given the differences in the state of innovation in the provinces of Iran, this study seeks to present a framework for smart policymaking of regional innovation in Iran.Theoretical frameworkSmart Specialization is an innovation policy concept that aims to boost regional innovation, contributing to growth and prosperity by helping and enabling regions to focus on their strengths. Smart Specialization is based on partnerships between businesses, public entities, and knowledge institutions. Smart specialization strategy' means the national or regional innovation strategies which set priorities in order to build competitive advantage by developing and matching research and innovation own strengths to business needs in order to address emerging opportunities and market developments in a coherent manner, while avoiding duplication and fragmentation of efforts; a smart specialization strategy may take the form of, or be included in, a regional research and innovation (R&I) strategic policy framework.

To reach the end, the requirements and components of smart specialization have been identified based on the metasynthesis of previous research. Qualitative metasynthesis is an intentional and coherent approach to analyzing data across qualitative studies. It is a process that enables researchers to identify a specific research question and then search for, select, appraise, summarize, and combine qualitative evidence to address the research question. This process uses rigorous qualitative methods to synthesize existing qualitative studies to construct greater meaning through an interpretative process.  In this study, 119 articles from Scopus, Emerald, ScienceDirect, Springer, and Proquest databases were examined. After three screening stages, 30 articles were identified for a more in-depth analysis, which resulted in a framework for implementing smart specialization strategy.

Innovation is a process dependent on geography and region in which local capacities such as resources, institutions, public and cultural values are the main drivers. therefore, the present article, by reviewing previous studies, has provided a framework for smartening regional innovation policies. Based on the proposed framework, regional innovation policies are formulated according to local capabilities and capacities.

this article seeks to provide a framework for designing regional innovation policies based on smart specialization strategies using the inductive method. To this end, the requirements and components of smart specialization have been identified based on the metasynthesis of previous research. The framework was proposed with the following components:(1) Examining the current situation of the region and analyzing the capabilities of the region; (2) Identify smart specialization priorities; and (3) Smart specialization operational planning.

 One of the most important ways for the presence of private sector in the development and operation of the country’s industries is the development of public- private partnership agreements that improve procedures , coordination between the public and private sectors , use the capacities of both sectors, and create an optimal model of public- private participation is important in this area.The purpose of this study is to design the model of public- private sector participation in Downstream Iranian Oil Industries. The research method in this study is exploratory and descriptive. In this study a qualitative and quantitative approach has been used. The statistical samples of this research in the qualitative section are 25 experts from the senior managers of Downstream Iran’s Oil Industries. After reviewing the research background with the expert’s comments, the public- private partnership model in Downstream Iran’s Oil Industries includes: 6 dimensions, 22 categories, and 35 indicators,was summarized. The dimensions of this model are: Inclusive interaction, Basing conditions of partnership, Causal condition of partnership, Interfering condition of partnership, participation’s strategies, Consequences of partnership.In this research, in order to check the validity of dimension, category, indicator through theme analysis and using the Delphi method in 3 rounds, the results were reviewed by experts. Finally, the final model was extracted.

One of the most important factors in achieving high economic growth,is the provision of the required infrustructure.Given the scarity of public sector financial resources, the use of finacial resources,expertise,productivity and creativity of the private sector to perform public sector tasks and increase the general level of community welfare are avoided, it is unacceptable.Iran also needs to use modern methods such as puvblic-private partnership to accelerate growth and development.Iran’s oil industry consists of two parts:Upstream and Downstream industries.Given that transfer and partnership of the private sector is possible only in Downstream industries and according to the importance and neccessity of the issues raised,it can be claimed that by conducting research entitled design and testing the modle of public-private partnership in Downstream Iran’s oil industries,it is hoped that by correcting the procedures and coordination between the public and private sectors,creating opportunities for active participation of these two section.

Case study

In this qualitative research,elites of senior managers in Downstream Irans’s oil industries the research population and data collection.Theoretical framework From the last decades of 1970,privatization has become a dominate goal in the policies of some governments and countries have followed a particular model of privatization.From the beginning of the decade1980,governments faced two concerns:one is the increase in public’s sector debt and  another one is necessity of infrastructur’s develop.these concerns led to the private sector enter into the public sector investment.In the early 1990,new aspects were provided for private sector partnership and during the 1990and 2000decades,more countries turned to public_private partnership.A public-private partnership(ppp)is a cooperative arrangement between two or more public and private sectors,typically of a long-term nature.In other words,it involves governments and business that work together to complete a project and/or to provide services to the population. According to the studies done,however there are good opportunities to develop the private sector partnership in Downstream Iran’s oil industries,but there are obstacles and problemes such as:existance of problems in financing,lack of comprehensive and permanent law,lack of familiarity of executive devices with p.p.p,lack of attractiveness to enter the private sector,lack of effective monitoring of activities and lack of integration in low and regulations.

The research method in this study is fundamental, exploratory, descriptive.In this study a qualitative and quantitative approach has been used. The statistical sample of this research includes 25 elites from the senior managers of Downstream Iran’s oil industries .interviews and questionnaires were used to collect data and various tools such as reviewing documents and questionnaires were used. In order to check the validity of dimension, catagory, indicator through theme analysis and using the Delphi method in 3 rounds.

In this study, experts with managerial experience were used.Accordingly, relying on theoretical literature, knowledge and experience of experts in 3 rounds of Delphi method, experts were asked to identify the factors and variables of public- private partnership. After reviewing the research background with the elites’s comments and performing the Delphi phase in 3 rounds, the modle of public_private partnership in Downstream Iran’s oil industries,including : 6 dimensions,22 categories and 35 indicators was summarized.

The results show that the dimensions and categories of the modle of public_private partnership in Downstream Iran’s oil industries are: Inclusive Interaction(Inclusive intrtaction between the two parts) Basing conditions of partnership(Economic factors, Political factors,    Financial factors, Legal factors, Cultuaral factors) Casual conditions of partnership(Institutional and legal condition, Political condition , Human factors, Management factors) Interfering conditions of partnership(Networking, Assignment) Partnership’s strategies(Making clear, Formation of a think tank, Institutionalization, Analysis of tools) Consequences of partnership(Employee interaction in two parts, Trust between the two parts, Interaction between the two parts, Modification of structures) After identifying this dimentions and catagories the model was extracted.

In recent years, organizational researchers have been focusing on other types of Unethical behaviors called "Unethical Pro-organizational Behavior (UPB)". Although the nature of the unethical behavior is negative, UPB is different because the purpose of this behavior is to benefit the organization. Our goal in this research is to identify the exact boundaries of UPB, so that the concept of this behavior can be clearly identified. We use systematic review method with searching valid key words such as: Unethical Pro-organizational Behavior, detrimental citizenship behavior, Necessary Evils, Pro- Social Rule Breaking, Illegal corporate behavior, organizational misbehavior and etc. in these databases: Science Direct, Emerald, Sage, Academy of Management Journal and etc. Accordingly, 50 articles were collected between 1958 and 2017, and similar concepts were compared with unethical pro-organizational behavior. The results showed that there is a definite and specific conceptual boundary between Unethical Pro-organizational Behavior and similar concepts.

Existing research has examined the impact of individual characteristics, organizational characteristics and moral events on the incidence of immoral behaviors. But they mainly focus on unethical behaviors such as stealing from the organization, damaging the equipment of the organization, etc., which harm the organization's interests (Kish-Gephart et al., 2010; Trevino et al., 2006), and the behaviors that Violating ethical concepts, ignoring laws, regulations and social values ​​in favor of the organization has been underestimated. These kinds of behaviors are called “Unethical Pro-organizational Behavior (UPB)” (Umpheress & Bingham, 2011).

Case study

In order to select articles, a list of titles and abstract of all articles were prepared by the researcher and examined in order to determine the relevant topics. Then related articles entered the research process independently of all cases. At first, 142 articles were selected and reviewed, 47 of which were repeated. Of the 95 papers reviewed, 22 articles were excluded due to non-compliance with the criteria of this review. Also, 23 articles were omitted from the study process because they did not explicitly refer to the concept of UPB. Finally, 50 papers were selected for analysis and review.

We use systematic review method with searching valid key words such as: Unethical Pro-organizational Behavior, detrimental citizenship behavior, Necessary Evils, Pro- Social Rule Breaking, Illegal corporate behavior, organizational misbehavior and etc. in these databases: Science Direct, ProQuestDiscovery, Ebrary, EbscoAll, Libgen, Springer, Emerald, Jstor, Wiley, Sage, Academy of Management Journal, Administrative Science Quarterly, Journal of Applied Psychology, Journal of Personality and Social Psychology, Organizational Behavior and Human Decision Processes, and Psychological Science and etc.

In order to conceptualizing unethical pro-organizational behaviour in this study, 50 articles that were conducted between years from 1958 to 2017 were investigated. An unethical pro-organizational behavior is a relatively new concept. Unethical pro-organizational behavior includes actions that are illegal or contrary to the values and norms of the community. Unethical pro-organizational behavior has a dual concept. In any case, considered to be unethical in terms of society, it may have a good purpose (for example, the benefit of an organization) and have a moral justification (Goal, justifies the means). This kind of behavior is the same as Arendt (1945) describes in his article: "Organized crime and Global Responsibility." In this paper, he analyzes why individuals act irresponsibly and limit their wide community to the benefit of their organization. Employees can set up a rigid framework without regard to the external environment (Peloza and Shang, 2011) and create a small moral world that is likely outside of the organization, the world cannot survive (Brief et al., 2000: 484). In this case, morality is a function of rationalism that is instrumental in helping the organization to achieve its goals (Bauman, 1991).  Researcher's investigation of information sources suggests that unethical pro-organizational behavior with concepts such as Illegal corporate behavior (Baucus & Baucus, 1997), necessary evils (Molinsky and Margolis, 2005), organizational misbehavior (Vardi & Weitz, 2004), positive deviance (Warren, 2003) and pro-social rule-breaking (Morrison, 2006) have important differences, although they have somewhat similarities.

It can be discussed that if the behavior has any of the following characteristics, it is excluded from the involvement of unethical pro-organizational behavior and cannot be considered as this Type of behavior:v  Included in job descriptions;
v  Include ethical actions;
v  Also done in an involuntary manner;
v  To benefit community;
v  In line with the norms of society;
v  Self-interest;
v  Damage to the organization;
v  Roots in the theory of reasoned conduct and the theory of social information processing;
v  Violate the rules and norms of the organization;
v  Harm to the interests of shareholders.
In fact, it can be argued that behaviors that occur in the organization, if they include the following characteristics, that is, include all of the features mentioned at the same time, are categorized as unethical pro-organizational behavior. These features include (Barnt (2017), Tsiwa (2016), Chen et al (2016), Levin and Schweitzer (2015 and 2014), Gino, Ayal and Aryli (2013), Palmer (2012), Umphress and Bingham (2011), Umphress et al. (2010), Gino and Pierce (2009), Scott (2003), Donaldson and Dunfee (1994), Jones (1991)):v  Violate core societal values, mores and laws;
v  Violate standards of proper conduct and ethics;
v  Voluntary and self-conscious;
v  To the benefit of the organization or its members, not the self;
v  Achieving the goal is essential;
v  It is not mandatory to violate the norms within the organization;
v  Not included in job descriptions;
v  Rooted in the theory of social exchange.
The main concept of unethical pro-organizational behaviors is that these behaviors must necessarily violate the norms, rules, or standards of proper and ethical conduct (Umphress and Bingham, 2011). That is, if behavior is in line with norms, laws, or standards of behavior of the community, they will be excluded from the scope of these behaviors. Unethical pro-organizational behaviors must be done deliberately and voluntarily, and its purpose must necessarily be to benefit the organization, the staff of the organization, or both, and this goal should occur during this behavior. This behavioral phenomenon is rooted in social exchange theory and is not included in the person's job description, meaning that the organization or its directors do not formally and explicitly issue any instructions to employees to do so. Finally, it is not necessary to violate the norms of the organization in order to behavior classified as an unethical pro-organizational behavior.

Recognition of competencies is the starting point for implementing various human resource systems such as talent management and succession planning in the organization, and paying attention to it leads to better performance and productivity of the organization, which leads to a sustainable competitive advantage. The purpose of this study is to design a competency model for human resource managers in the top universities in the country. The approach of the present study is qualitative and its strategy is grounded theory. The method of data collection was through semi-structured interviews. Also, the target population of the current research is the policy makers and managers of human resources in the top universities of the country in the first place, and in the next stage, researchers and experts active in the field of human resources. The present research is the foundation of the research data in terms of qualitative approach and theoretically. The sampling strategy is purposeful and theoretical and the number of participants in the current study is 14 people. The obtained model is divided into six dimensions: causal conditions, pivotal conditions, underlying conditions, intervening factors and consequences. Causal conditions are the personal and personality characteristics of managers, the degree of mastery of managers over the rules and the degree of mastery of the field of work. Core conditions include the ability to communicate internally and externally. The underlying conditions are organizational climate, organizational structure, and organizational culture. Intervening conditions also include facilities and capacities within the organization, environmental laws, environmental communications, and environmental culture. The implications of this model are also summarized in organizational performance.

Paying attention to human resources and promoting their capabilities is one of the most important assets of organizations. Therefore, transformational and effective actions and activities in the field of human resource management will enable organizations to expand their core competencies closer to reality (Skorkova, 2016). This is doubly important in research and educational organizations that have the serious task of training and educating human resources (Victor, 2017); But the important point is that employing competent and efficient managers in this field can be an effective lever in the growth and development of all aspects of human resources; Therefore, identifying the characteristics and competencies of human resource managers will be inevitable (Chen, 2019). Management in Iranian higher education has undergone many changes after the revolution. Although most administrators are academics, they do management work through trial and error. This type of management is very costly and risky (Mahmoudi et al., 2012). In this study, the issue of competency of human resource managers of the top universities in the country was dealt with professionally. Also, the need to pay attention to the quality of the higher education system and identify the effective elements in the performance of university managers, the present study tries to extract the competency model of human resource managers in Iran's top universities. The necessity of the results of the present study is that it can be effective in improving the performance of the higher education system and the knowledge of people raised in this organization. These results will also clarify the mechanisms of competency in managers, which will be an important step in recognizing and increasing how to manage properly in universities and enrich the existing knowledge about research variables

The current research population is policy makers and human resource managers in the top universities of the country in the first place and in the next stage are researchers and experts active in the field of human resources; Therefore, the spatial scope of the present study includes 13 Iranian universities that have been selected as first level universities based on indicators such as quality of education, employment of graduates, quality of faculty members, research output, quality of publications, impact (credibility) and citation (number of cited articles). These universities include Isfahan, Tabriz, Tarbiat Modares, Tehran, Shahid Beheshti, Shiraz, Ferdowsi Mashhad, Isfahan Industrial, Amirkabir Industrial, Khajeh Nasir al-Din Tusi Industrial, Sharif Industrial, Allameh Tabatabai and Iranian Science and Technology.

There are different classifications of approaches and methods for determining competencies. From Rothwell's point of view, three approaches can be introduced to determine competencies: a) Borrowing strategy b) Borrowing and localization strategy c) Strategy for creating a suitable model for oneself. In another classification of competency model design approaches by Briscoe and Hall, the design of managers' competency model by different organizations was done with the aim of categorizing these approaches. They found that the use of competency models is a recent phenomenon in organizations that leads them to increase competitiveness by resorting to any means, including developing the performance of their managers. Bergwin shows that there is an approach in determining the competencies required of managers and leaders, which are the output-oriented approach (this approach refers to the outcomes and results of good performance) and the input-oriented approach (this approach to the basic inputs and characteristics of the individual for successful performance. And superiority is needed, he points out; therefore, two output-oriented and inputoriented approaches are expressed in this classification to determine competency) (Manksari et al., 2017). In 2006, based on extensive research in this field, Yukel categorized competency determination methods into 5 approaches, which are: a) the method of basic individual characteristics, b) behavioral method, c) contingency method, d) power penetration method, e ) Combined method.

The present study has a qualitative approach that is carried out in order to identify and understand the institutions and their competencies in the field of human resource managers of the top universities in Iran and all of them. This research is applied in terms of purpose, because it can help decision makers in the field of higher education in Iran to select competent managers of universities across the country. Also, the research strategy has been data foundation. The method of data collection was through semi-structured interviews; Also, the current research population is policy makers and human resource managers in the top universities of the country in the first place and in the next stage are researchers and experts active in the field of human resources. The type of selection of participants (sampling strategy) in the present study was purposeful and theoretical; Because individuals have been selected asparticipants who have studied the phenomenon in question or have specific views about it; That is, they are the main informants in this field. After analyzing each interview by identifying the ambiguities or weaknesses of the model and categories, the next person was selected according to the expertise needed to eliminate and correct the ambiguities or weaknesses. The number of participants was 14 people of top universities.

Based on the first data, the data analysis step was taken immediately after the end of each interview.  From's conceptualization, categorization was extracted. The data extracted from the interviews led to the identification of 488 open codes, of which 57 distinct codes were obtained. After open coding, which was conceptualized based on the view of Strauss and Corbin and with the interactionist approach and during the analytical process, and their characteristics and dimensions were symbolically discovered (Vaezi and Azmandian, 2016) in the data, a total of 13 main categories and subcategories. And concepts related to the competency model of human resource managers emerged in Iran's top universities. In this research, propositions and propositions are as follows: Case 1: The causal conditions of human resource managers (including personal and personality traits of managers, the degree of managers 'mastery of laws, the degree of managers' mastery of their field of work) affect the competence of human resource managers in Iran's top universities. Case 2: The central conditions of human resource managers (including the ability to establish internal and external communication) affect the competence of human resource managers in Iran's top universities. Case 3: The strategic conditions of human resource managers (including the strategy of managing people inside and outside the organization) affect the competence of human resource managers in Iran's top universities. Case 4: The interventionist conditions of human resource managers (including facilities and capacities within the organization, environmental laws, environmental communications, environmental culture) affect the competence of human resource managers in Iran's top universities. Theorem 5: Consequences of human resource managers (including the performance of the organization) affect the competence of human resource managers in Iran's top universities. Theorem 6: The prevailing context of human resource managers (including organizational climate, organizational structure, organizational culture) affects the competence of human resource managers in Iran's top universities.

Since the target population of the current study has been policy makers and human resource managers in the top universities of the country, as a result, suggestions are made for senior managers and policy makers in the field of university educational management. 1. It is better to select the right managers in the selection of university administrators away from the political atmosphere and any orbital relationship and by using the comprehensive criteria obtained from the research findings. 2. The ability to communicate internally and externally is defined as the central category of the designed model. This shows the role and place of communication and interaction in successful management. It is suggested that university presidents specifically evaluate the ability of the selected individual in this regard when selecting their human resource managers. 3. It is suggested that the process of selection, appointment and promotion of human resources managers in universities and higher education centers be reviewed and redefined based on the criteria of the designed model.

Health tourism can contribute to the sustainable development and dynamism of the country's economy; Because this industry is a national strategy to increase the country's income and also an arm of national security, but little by little, since 2004, health tourism in Iran has received more attention, which unfortunately has not yet grown significantly, so the purpose of this study is to design The model of ecotourism is health tourism. The statistical population is 56 managers and experts in the field of health tourism in South Khorasan. Due to the limited statistical population, the census was used. In terms of orientation, the present study is an applied research that was conducted by mixed (qualitative-quantitative) method using metacombination technique and in terms of research strategy, it is a survey type. For this purpose, after validation (content and confirmation validity) and reliability (Cronbach's alpha and composite reliability); In the Delphi section (Kendall coordination coefficient, kappa agreement value), a questionnaire was distributed among the target population. According to the research findings, the most important to the least important components in attracting medical tourists in South Khorasan from the respondents: hospital credibility, costs, quality of treatment, training of medical staff, political atmosphere, regulatory policies, infrastructure and hospital location and economic status. The most important problem was the lack of transparent treatment steps and support system. In similar studies, the most important motivation for medical travel has been identified as the low cost of treatment in the destination country, and political, economic conditions, laws and standards, as well as the credibility of medical centers as influential factors have been mentioned to decide on the destination. This study examined the dimensions of the development of medical tourism at the macro and micro levels, both in terms of the current situation and priorities from the perspective of medical tourism activists. The development of medical tourism requires a comprehensive view that will be achieved through coordination between relevant organizations and the formulation and implementation of macro and micro strategies.

Today, tourism and the tourism industry have become one of the most important sources of income for countries. As some experts have acknowledged, it has brought the highest amount of income to countries after the oil industry. Of course, this is not far from the mind, because today tourism and travel from a luxury product that is only available to a certain segment of society, has become a basic commodity for the people of the world. And travel is classified as one of the essential and basic needs of human beings. Today, tourism has become so important in the socio-economic development of countries that economists have called it invisible exports. Increasing international growth on the one hand and increasing interest in tourist destinations on the other hand has led to the emergence of more and more types of tourism such as cultural and educational tourism, religious, urban, rural, sports and health tourism. It is estimated that each health tourist earns three times as much as a regular tourist Evidence suggests that the tourism industry has a growth rate of 4.3%, while the growth rate for health tourism is around 11%. Each health tourism is worth 3 times as much as a regular tourist, and the revenue from medical tourism worldwide is estimated at $ 21 billion, and according to these estimates, in Asia alone, this amount will reach $ 90 billion in 2020. However, the announcement of regulations and rules for the establishment of medical tourism centers in the summer of 1392 shows that Iran has been late in this regard. Health tourism in Iran has a very short history. In fact, medical tourism in Iran in 2003 was first considered by the Ministry of Health. But fortunately, a type of this tourism is popular in Iran these days and attracts many tourists from countries in the region to benefit from medical services. Of course, the Ministry of Health focused more on this issue with the aim of creating employment for medical graduates, rather than on the prosperity of health tourism. But little by little, since 1983, right after the merger of the Cultural Heritage Organization and the Iran Tourism Organization, health tourism was created independently in Iran and received more attention, which unfortunately has not yet grown significantly. In South Khorasan, for several years now, due to the fact that Khavaran is bordered by Afghanistan, there has been talk of health tourism and the need for the province to enter this category. A look at the past and present of health tourism in the province can be useful in planning for the future. Therefore, the present study seeks to provide a model of health tourism ecotourism in South Khorasan province.

Case study

The study of this study is private and public hospitals, medical centers and medical services in South Khorasan province

The present study is an applied research according to the purpose, which will be done by mixed method (qualitative-quantitative) and using meta-combination technique. In terms of the nature and type of data collection, the research is descriptive-survey. A meta-combination similar to a meta-analysis is used to integrate several studies to create comprehensive and interpretive findings.

In this study, the views of treatment experts in hospitals and clinics of South Khorasan province about the factors of attracting medical tourists in hospitals of this province have been collected through a questionnaire. The aim was to investigate the current situation of medical tourism in Iran with respect to the effective factors in the development of this tourism industry at the macro level (destination selection) and micro (hospital selection from the perspective of medical activists. The situation of medical tourism in Iran in terms of destination characteristics and medical centers according to the studied indicators is as follows: In general, according to 70% of respondents, the situation of medical tourism in Iran is below average. Destination characteristics, in terms of four characteristics of economic and political status, regulatory policies and availability of infrastructure, economically, from the respondents' point of view, economic stability and transparency in treatment tariffs are most important in the development of medical tourism. With the help of the Ministry of Foreign Affairs, by introducing and promoting the country's potentials and facilitating the issuance of visas, providing a safe and stable image of Iran can be the basis for attracting medical tourists to the country. Area people Health Tourism 97.6% of the respondents believe that no significant action has been taken and most of the respondents believe that the implementation of laws and regulations can play an effective role in attracting health tourists.

According to the conditions of Iran, medical tourism is one of the types of tourism that can play an effective role in the development of Iran's tourism industry, so it is recommended to pay attention to various aspects of the industry and create comprehensive plans by creating an integrated relationship between influential factors. Organizations that are involved in the development of medical tourism, in cooperation and coordination with each other to provide the grounds for the development of medical tourism at the regional and international level.In this regard, it is suggested that health policy makers pay special attention to the balanced allocation of funds to the health sector and the definition of practical indicators of access and fairness in service delivery. In this regard, it is necessary to pay attention to the fact that because the consequences of the health services trade depend on the context in one country, the import of remote health services in one country may be considered an opportunity and at the same time in another country Be considered a threat

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 aim of this research was to investigate the effect of security awareness on compliance with security regulations by teleworkers during the epidemic of COVID-19 using the Health Belief Model (HBM). Users who experienced teleworking in organizations in Tehran after the outbreak of the disease were selected as the statistical population of this study and 288 people completed the research questionnaire and participated in it. The samples were selected using the available sampling method and then the information and research hypotheses were analyzed using structural equation modeling. The research findings showed that security awareness does not directly affect the compliance with security regulations in organizations by teleworking personnel, but it affects their privacy concerns and security expectations, and these two elements can lead them to more adhering to security regulations and policies of organizations.

Covid-19 pandemic is considered to be the most important global health disaster of the century and is the greatest challenge facing humanity since World War II. In fact, the corona outbreak is an example of a widespread crisis; A crisis in which events or their sequences occur on a large scale and are of astonishing speed, leading to a high degree of uncertainty that exacerbates irregularities. It creates a feeling of lack of control and causes emotional disturbance in people. This study attempts to examine the issue of security awareness and compliance with security regulations by employees, using the health belief model. Hochbaum (1958) developed the health belief model to study the behavior of individuals in health research. Based on what has been stated, the purpose of this study is to investigate whether users involved in telecworking have security awareness and whether there is a relationship between this security awareness and users' compliance with security regulations.

Theoretical framework

The health belief model was developed in the 1950s to explain and predict preventive health behaviors. This model identifies the feasibility, benefits, and costs associated with behavior intervention or change based on the four constructs (sensitivity, severity, benefits, and perceived barriers). In the field of information systems, this model can be used to explain the security behavior of users. This study uses the health belief model as the basis of its research model. The model includes constructs of perceived severity, perceived sensitivity, perceived threat, expectations (perceived benefits and barriers), and cues of action. In addition, the proposed model of the present study includes three other structures that do not exist in the health belief model: security awareness, privacy concern, and compliance with security regulations.

The approach of this study to achieve the results is to use a quantitative method with the data collected through a questionnaire and a survey. The questionnaire assesses security awareness, information privacy concerns, self-efficacy, expectations of security measures, security threats, and participants' security behavior. The statistical population of this study consists of people involved in teleworking in Iranian organizations. The questionnaire consists of two parts: general questions (gender, job title, passing security courses in the organization and the level of proficiency in using common IT tools) and specialized questions that are categorized based on the components of the research. Specialized questions consist of four parts; health belief model, privacy concern, security compliance, and security awareness. To test the hypotheses of this study, structural equation modeling and multiple regression analysis were used.

According to the results obtained from the test of research hypotheses, it was found that all research hypotheses were confirmed and only hypothesis 9 (the effect of perceived threat on compliance with security regulations) was not approved. These results mean that security awareness has a positive effect on expectations (perceived benefits - perceived barriers), privacy concerns, and perceived threats. These results are consistent with the results of previous studies. In addition, the results showed that the severity and sensitivity perceived by users has a positive effect on the perceived threat by them. These results are consistent with the results of previous studies. Expectations and privacy concerns also have a positive and significant effect on compliance with security regulations. These results are completely consistent with the results obtained in the past. In another part of the research results, it was found that privacy concerns and cues of action have a positive and significant effect on perceived threat. These results are fully consistent with studies conducted other researchers. However, the results of the study indicate that perceived threats to security issues do not have a significant effect on compliance with security regulations.

In summary, the findings of this study show that the majority of teleworking users are somewhat aware of security issues (especially in the field of social engineering). Although this issue does not directly affect compliance with organizations' security regulations and policies, it does affect expectations, privacy concerns, and perceived threats. Also, expectations and privacy concerns have a positive and significant effect on compliance with security regulations in organizations, but the perceived threat has no significant effect on compliance with these regulations. Based on the above results, the managers of organizations (especially information technology and security managers) can be advised to improve their staff awareness of security issues related to teleworking by holding awareness and training courses in the field of information security. Consequently, in the case of incidents and events (such as the outbreak of Covid-19 pandemic) that inevitably lead to teleworking, they can comply with the organization's security regulations in their organizational activities so as not to compromise the organization's data and information.

In today's world, countries try to develop themselves against other countries and communities. Accordingly, they utilize powerful motivators like the entrepreneurship. The countries with the high entrepreneurship orientation seem to be more successful than the other countries. In such an unstable situation, making use of the available techniques in the entrepreneurship approach will provide even better success opportunities for the countries. Besides, small and medium-sized enterprises not only should they focused on the entrepreneurship, but also they should be alerted about how to benefit from the available resources and techniques. Therefore, in this relationship, organizational ambidexterity can be considered as a moderator variable. The present research follows descriptive-survey methodology. In this research, 79 companies out of 99 small and medium companies operating in the industrial town of Zahedan have been studied as a sample. The reliability and validity of the questionnaire was checked through SPSS 16 and Smart PLS 2.  The results of the study show that entrepreneurial alignment is effective in open innovation. Therefore, the main hypothesis of the research is confirmed. Finally, after examining the four main hypotheses of the research, it is concluded that in small and medium-sized, entrepreneurial orientation has a positive and significant effect on open innovation due to the mediating role of organizational ambiguity.

In today's societies, meet the changes in economic activities. One of these changes is the growth and expansion of countries' attention to the small and medium companies. For achieving a Production mutation, these companies need to move towards entrepreneurship in order to compete others in the market. Since these companies’ resources are limited, they are not able to manage some of their affairs alone, so they need to spend a lot of time and money. Therefore, in addition to keep pace with the rapid growth of the knowledge and the prosperity of technology, they must take actions towards open innovation. On the other hand, in addition to emphasizing innovative ideas and exploration, companies should be able to use the resources and knowledge available in the company in the best possible way. In such situations, managers need to use organizational ambidexterity. Organizational ambidexterity is the ability to use both hands with equal skill. Therefore, companies must use both exploitation and exploration activities simultaneously.

Case study

This research was conducted in the industrial town of Zahedan, which has 145 active units. These, 99 companies, according to the definition of the Ministry of Industry, Mines and Trade, have less than 50 employees, which are called small and medium companies. The sample size of this research through Cochran's formula is 79 units.

Theoretical framework

Open innovation is a management paradigm with the purpose of exploitation of knowledge inside and outside the company to create new products and services. Chesbrough )2006) defines open innovation as Goal-oriented use of internal and external knowledge to accelerate internal innovation and expand markets for external use of innovation. To achieve the operational concept of open innovation, three processes of internal-external, external-internal and a combination of both should be observed. Entrepreneurship as a driving force of economic and social development plays a key role in the development process of societies. Therefore, entrepreneurial trend is a general and sustainable orientation and represents the thoughts, tendencies and interests of companies towards entrepreneurship. The present study uses Lampkin and Des’ model in 1996, which is one of the most complete models that has investigated the dimensions of entrepreneurial orientation and includes five dimensions of risk-taking, innovation, aggressive competition, pioneering and independence. Due to economic and social conditions and rapid technological changes, organizations need to, in addition to using their existing capabilities, develop new and essential capabilities to compete in a dynamic environment. Therefore, we need to use a concept called organizational ambidextrousness. Duncan (1976), first, used the term organizational ambidexterity to describe the structural conflict between an organization's dual demands. Ambidexterity is an organizational capacity to the optimum achievement of two incompatible organizational goals. And the organization, while discovering new capabilities, make the most of existing capabilities at the same time. Therefore, two criteria of exploration and exploitation are used in this research. However, the research community is considered as small and medium companies. Because the government has always adopted special strategies and policies to promote small and medium industries in order to ensure competition in the free market and prevented members of the large companies to facilitate the entry of entrepreneurial companies into the field of economic.

The results show that entrepreneurial orientation has a positive and significant effect on open innovation in small and medium companyies. Entrepreneurial orientation has five dimensions. The study of the effect of each of these dimensions on open innovation is presented in the form of secondary hypotheses. Among of all, the dimension of “pioneering” (with the coefficient of 0.28) and the dimension of “independence” (with the coefficient of 0.24) have the most impact on open innovation. The study of entrepreneurial orientation on organizational ambidexterity shows that “leadership” (with the coefficient of 0.24) and “aggressive competition” (with the coefficient of 0.29) have the greatest impact on organizational ambivalence. In addition, organizational dualism directly explains 78% of the changes in the open innovation variable. Also, entrepreneurial orientation using the role of dual power mediator of 0.95 is effective on changes in open innovation.

The results of the present research hypotheses examining the effect of the relationship between entrepreneurial orientation, open innovation and organizational ambiguity are positive and significant. Overall, the effect of the mediating role of ambidexterity on the relationship between entrepreneurial orientation and open innovation has been confirmed.Therefore, the managerial actions towards the creation of entrepreneurial orientation in the organization are functionalized through conduction the ambidexterity. Consequently, organizations achieve greater consistency and permanency that eventually leads to new knowledge and ideas. This will provide the accumulative creation of new knowledge and ideas among the organizations. According to the results, implications are proposed as: developing the opportunities to conduct research and maximizing entrepreneurship among employees.Negotiation of knowledge should be made for small companies in collaboration with large companies in order to take advantages of their modern technologies; managers should create the collaboration between the research department and the executive sections for identification of new knowledge and ideas and utilize the knowledge for setting their organizational goals reaching the optimum performance.

The main purpose of this study is to provide an analysis of the effects of environmental factors on the development of entrepreneurial policies in Bank Sepah. The proposed model was examined in the form of two categories of external factors including cultural, social, economic, political and internal factors including financial support, technology, structure and process. The method of the present study is a fundamental research in terms of purpose and an exploratory research in terms of method. The expert population of the study is university professors specializing in the relevant field, experts and banking experts aware of the field of entrepreneurship. Due to the limited expert population, sampling was not done and 15 people were selected as the expert sample by the census method. In this research, fuzzy Delphi technique has been used to determine the components and dimensions of environmental factors to formulate entrepreneurial policies in Bank Sepah. For this purpose, a questionnaire was prepared and sent to members of the expert population, which identified a total of 7 main dimensions, 21 sub-dimensions and 40 components as environmental factors affecting the development of entrepreneurial policies in Bank Sepah.

In recent decades, entrepreneurship has been considered as one of the key issues in the field of policy (Nurbek et al., 2014). Entrepreneurship is considered as the engine of economic growth and social development, and policymakers are currently looking for how to create a dynamic and competitive entrepreneurial economy (Tessi et al., 2011). Economic development is growth along with increasing productive, physical, human and social capacities. The purpose of economic development is to increase the wealth and well-being of the people of the society and create employment. The trend of economic development in developed countries reflects the fact that the economy is influenced by entrepreneurship, so that entrepreneurs play a pivotal role in the economic development of developed countries (OECD, 2017).In recent decades, governments have strongly encouraged entrepreneurship. Governments by formulating strategies, policies and practical programs to promote entrepreneurial spirit and behavior, education and consulting, creating a suitable environment for entrepreneurs in various socio-economic areas, removing barriers, establishing communication and cooperation between them And facilitating their access to global markets play an effective role in entrepreneurship development in providing the necessary conditions and facilities for entrepreneurs to start their activities (Lindstrom and Stevenson, 2005).
This study aims to fill this gap in knowledge and for the development of this phenomenon in the bank, looking for answers to these questions:What are the environmental factors and components affecting the formulation of entrepreneurial policies in Bank Sepah?

Case study

The population of the preparation of the questionnaire consisted of experts is that the two groups of scientific experts, including professors, policy making and academic entrepreneurship consists of 5 members and experts in the organization, including senior management of Bank Sepah, which on entrepreneurship necessary information and in formulating policies for the banks involved , which numbers 10 people. We also do not have sampling in this study.Theoretical frameworkIn this research, through library studies and research background, the primary environmental factors of entrepreneurial policies in Bank Sepah were identified. Subsequently, during interviews with experts within the organization, these components were classified into two categories, internal and external, and unrelated components were removed. Finally, the conceptual framework of the research was designed using the performed classification, which includes 7 dimensions in the form of 40 components. In order to identify and reach an agreement to identify the final environmental factors, I will use the scientific technique, ie the fuzzy Delphi method. A questionnaire was designed and distributed among the community of experts, which included 15 university professors and senior managers of Bank Sepah. After collecting the questionnaires and collecting information from the fuzzy Delphi technique, we will identify and rank the factors.

The present study is a fundamental research in terms of purpose because it seeks to develop a new model of the policy-making process with an entrepreneurial approach for Bank Sepah. Also, considering that there is not much information about Bank Sepah policy model and it seeks to explore the effective components in developing a policy model, so in terms of nature, it is also an exploratory research. This research has an integrated approach that is used simultaneously qualitatively and quantitatively by deductive and inductive methods. In this research, first, the initial content was prepared based on the existing literature in the field of entrepreneurial policies with a systematic approach. Then, a number of experts and managers with banking experience, as well as experienced employees of Bank Sepah (queue and headquarters) along with a qualitative description of entrepreneurial policies with systemic approach and a description of mental conditions about the people in question, the options that The basis of the extracted literature is selected according to their compliance with the conditions of Bank Sepah.

According to the research results, it can be concluded that according to the values, average Likert score, fuzzy numbers, average acceptance threshold, component rank and agreement percentage, members of the expert population 40 components and 7 cultural, social, economic, political dimensions. , Identified financial support, technology, structure and process as environmental dimensions influencing the development of entrepreneurial policies.

In this article, we identified the environmental factors affecting the development of entrepreneurial policies in Bank Sepah. First, a conceptual framework for the influential environmental factors of the research was prepared through previous studies and interviews with experts in the field of entrepreneurship. Then, in order to identify and reach an agreement to identify the final environmental factors, we used the scientific technique, ie the fuzzy Delphi method. A questionnaire was designed and distributed among the community of experts, which included 15 university professors and senior managers of Bank Sepah. After collecting the questionnaires and collecting information, the fuzzy Delphi technique was performed in two rounds.Finally, members of the Delphi panel consisting of 15 experts in the field of entrepreneurship, the bank had a total of 7 dimensions and 40 factors as dimensions and parameters affecting policy entrepreneurial Bank Sepah have identified that a comprehensive model process for policy Entrepreneurship is in the field of banking and can be a reference for future studies of entrepreneurship researchers in the field of banking. The second advantage of this research is in discussing the method, which is a mixed method of quantitative and qualitative analysis appropriate to the organizational environment of Bank Sepah.

Studies show that anti-citizenship behaviors can cause many problems in the organization. However, anti-citizenship behaviors and the impact of leadership style on them have been less studied. Accordingly, the effect that both styles of authenticity and hypocrisy can have on anti-citizenship behavior through the ethical climate of the organization has been investigated in the present study.  The population of the study consisted of 285 administrative staff, among which 151 were selected by stratified sampling method. Tools used to collected data authentic leadership questionnaire of Avolio et.al(2006), researcher-made hypocritical management questionnaire based on the hypocritical behavior components of Crisp and Cotton (1994), ethical climate questionnaire developed by Victor and Cullen(1988) and anti- organizational citizenship behavior questionnaire of Gholipour et.al(2008) that content validity structures and reliability of their approval reached. The results of the research indicated that leadership styles of authenticity and hypocrisy through ethical climate significantly affect organizational anti-citizenship behaviors. But the significant direct effect of these two styles on anti-citizenship behaviors was not confirme.

Most studies suggest that a key characteristic of organizational leadership is "integrity".  Eisenhower went even further and claiming that it is not only a key characteristic, but also the most important characteristic of leadership, and without it, leadership success would not be possible in any field, including the football field, the army, or at the organizations (Covey, 2005). Also, the results of a survey show the more than 70% leaders of top companies of S&P index have believed that honesty is one of their core values (Guiso, Sapienza & Zingales, 2015). Hence, Avolio & Gardner (2005) have emphasized "integrity" as one of the principle values of leadership in the development of authentic leadership. This type of leadership become reality in the allingment between words and deeds, the allingement between words and values, and the stability of behavior in various situations, which is referred to as behavioral courage(Simons, Leroy, Collewaert & Masschelein, 2015). Peterson & Seligman suggesteded integrity as one of the dimensions of moral courage and it equivalented as "authenticity". According to them, being authentic means integrity in words, integrity in appearance, integrity in behavior and integrity in responsibility (Rego, Cunha & Clegg 2014). On the other hand, deceitful and hypocritical behavior is opposite to leaders integrity behaviors (Shareef Younus, Ahmmad, & Radrakrishnan, 2019). A hypocritical manager is one whose behavior and actions aren't alignment with the beliefs he or she has expressed (Zamulinski, 2015). Baston et al.(1997) defined it as pretend of morality without payment(Jauernig, 2019). The ethical behavior of organizational leaders is important because they are the creators of the organization's social behaviors. If employees feel that the managers of the organization are integrity in their social exchange, they will also tend to positive behaviors, and vice versa, if they witness the hypocritical behavior of their managers, they will behave accordingly. Meanwhile, they are able to direct employee behavior by shaping the ethical environment of the organization (Cheng & Wang, 2015). Hence, the present study search to explain the mediating role of the ethical climate as a result of authenticity and hypocritical leadership on organizational anti-citizenship behavior.

Case study

The statistical population of the study included 285 employees of the headquarters of education adminstration of south khorasan province and its affiliated units in 11 cities of the province. According to Morgan table, 163 people were selected as the sample size and selected using stratified random sampling method. Among the distributed questionnaires, 151 items were returned and used for statistical analysis.

This study is an applied research in terms of its objective, is descriptive in nature, and is of survey type in terms of its data collection and method. the required information was collected using questionnaires. To test the research hypotheses, structural equation modeling has been used.
 

The results of hypothesis testing showed that of between 8 proposed hypotheses, 6 hypotheses have been confirmed and 2 other hypotheses not approved. As a result of this test, was not confirmed the direct and significant effect of authentic leadership and hypocritical management on anti-citizenship behaviors. But, was confirmed the effect of authentic leadership style and hypocritical management on the ethical climate as a mediating variable and the effect of this variable on anti-citizenship behaviors. In this regard, was confirmed the mediating role of the ethical climate. Authentic leadership have a positive effect on ethical climate; hence, decrease anti-citizenship behaviors. Vice versa, hypocritical management increased anti-citizenship behaviors; because, it have a negative effect on ethical climate.

Aim of present research was to examine the role of authentic and hypocritical leadership styles on anti-citizenship behavior through the ethical climate of the organization. Anti-citizenship behaviors can very impact on organizations. Hence, hypotheses (1) and (2) predicted that authentic and hypocritical leadership styles would directly direct anti-citizen behavior. But the findings of the study, did not confirm this prediction contrary to the results of studies by Choi et al. (2020), Peng and Wei (2019) and Pierce and Gikalon (2003), because the behavior of people derive from their perception of organizational variables such as ethical climate. Nevertheless, the results of hypotheses (3) and (4) were similare to research findings of Quincy et al. (2019) and Simmons et al. (2015) showed that authentic and hypocritical leadership can affect the ethical climate of a organization. Because, the manager's leadership style plays an important role in the set of employees' cognitive interpretations of the organization, including the ethical climate. On the other hand, like the findings of Newman et al. (2017) and Zeinali Soomeh and Pourezat (2012), hypotheses (5) and (6) confirmed the significant effect of ethical climate influenced by management style on anti-citizen behavior. As mentioned, the ethical climate refers to behaviors that are thought to be morally correct and indicate response against how to deviate from those behaviors (Shacklocki, Manning, Hort, 2011). But, the examination and confirmation of the mediating role of the ethical climate as a result of impact authentic leadership and hypocritical management on anti-citizenship behaviors within the framework of Hypotheses (7) and (8) was distinctive charactristic of present study compared with previous research. According to Litvin and Escheringer (1968), organizational climate is a filter through which the expectations of leaders and the characteristics of the organization are understood and create appropriate behaviors in the organization. Therefore, is suggested to managers that be adopting ethical styles such as authentic leadership and avoiding hypocrisy in order to reduce the scope and severity of destructive behaviors such as their employees anti-citizenship behaviors.

The purpose of this study is applied and descriptive-correlative in nature and method and has investigated and explained the factors affecting human resource entrepreneurship in small and medium enterprises SME of Chabahar Free Zone Organization.The statistical population in this study is all employees of small and medium sized companies of Chabahar Free Zone Organization in year 2019 which is 190 persons. Using Cochran formula, 127 people were randomly selected and participated in this study. A researcher-made questionnaire was used to measure five variables (economic, social, cultural, laws and government and political system). Reliability of the questionnaire was determined using Cronbach's alpha and its validity was determined by convergent validity. Confirmatory factor analysis and structural equation modeling techniques have been used to answer the research hypotheses using Partial Least Square (PLS). The results of structural equations show that all factors have positive and significant effect on human resource entrepreneurship. The coefficient of determination (R2) indicates that all five variables of cultural, economic, governmental and political, social system and laws and regulations explained 0.782 of the variations of human resource entrepreneurship variables. Regarding beta value, social factors had the highest share (0.349) and laws and regulations had the least effect (0.122).

One of the issues that all organizations pay attention to is the issue of human resources (Hamel, 2013: 24). In today's world, the most important factor of development and progress is the human resources of any organization (Georgios et al., 2014: 518). Attention to human resources and its development and empowerment, which is the most valuable human capital and is the center of world-class ability and knowledge, confirms the fact that human beings are considered as a decisive and effective partner in organizations and fostering human resource development leads to comprehensive development. And is the balance of the organization (Hondeghem and Vandermeulen, 2005: 328). Human resources are one of the basic factors of the development process and any success in the process of sustainable development of an organization is conditional on the success of human resource development. Organizations need a strong focus on human resources in order to survive and thrive. The growth and improvement of human resources capabilities is the main factor in creating a competitive advantage and dynamism in today's competitive environment. In the meantime, one of the basic human resource capabilities that companies have targeted, growth and development, is creative thinking and the ability to create ideas and entrepreneurship of employees at all levels. Today's organizations can not beat small, agile, flexible, innovative, opportunistic and low-cost competitors with a small number of creative and entrepreneurial people or implementing a few entrepreneurial projects. They should provide conditions for all employees to have an entrepreneurial spirit and to be able to carry out their entrepreneurial activities easily, continuously and individually or in groups (Kavousi and Rahmati Zanjan Talab, 2011: 26). Therefore, in today's evolving world, success belongs to those communities and organizations that have a significant relationship between their managerial and entrepreneurial capabilities of human and organizational resources. In other words, society and organization can move forward in the path of development that equips its human and organizational resource management system with productive entrepreneurial knowledge and skills by creating the necessary conditions so that they can use this valuable capability to direct other resources of society and organization. Manage value creation and growth and development (shabrangi and Amirnejad, 2019: 153); And now, the role and place of free zones in national development and industrial prosperity, given the different experiences gained over the past three decades that have emerged since the emergence of this phenomenon among developing countries, can be very effective and efficient in a wide range of To vary ineffective and sometimes harmful (Kevin, 2014: 30).Chabahar Free Zone, which is located in the southeast of Sistan and Baluchestan province, in addition to having the necessary characteristics to establish a free port, also has a special strategic position. Therefore, by conducting this research, it is possible to prepare a plan for the development of entrepreneurship in free zones to some extent, and by identifying the entrepreneurial status of free zones in the indicators and factors studied in this study, executive mechanisms to improve the status of small and medium enterprises in free zones. Companies offered. On the other hand, one of the approaches to the development of entrepreneurial human resources is to identify the factors affecting the entrepreneurship of human resources and provide favorable conditions for their support in society. It is obvious that the provision of environmental conditions on the one hand and the exposure of successful people on the other hand, creates an opportunity for employees of companies to show more enthusiasm for entrepreneurial activities and decide to start a business. Therefore, the main issue of the present study can be the study of factors affecting human resource entrepreneurship in small and medium enterprises in Chabahar Free Zone.

Case study

The statistical population in this study includes all employees of small and medium companies in Chabahar Free Zone in 1398 with 190 people. Simple random sampling method was used for sampling. The number of research samples was calculated by using Cochran's formula of 127 people.

This study is conducted to investigate and explain the factors affecting human resource entrepreneurship. It is applied-developmental in terms of purpose and mixed (qualitative and quantitative) in terms of method. Qualitatively, to identify the factors affecting human resource entrepreneurship, first with theoretical studies and with the help of interviews and questions from 8 professors of the Sistan and Baluchestan University Entrepreneurship Department and business experts, the required information was collected about the selection of items in the questionnaire. The scoring method of the questionnaire was scored as a Likert scale from a score of one meaning the least impact and a score of 5 meaning the most impact. The validity of the questionnaire was confirmed and corrected using the opinions of respected professors and experts; Cronbach's alpha coefficient was used to assess the reliability of the questionnaire, which the total Cronbach's alpha coefficient was ./880 It was calculated to have acceptable reliability.

The results show that: All factors affecting human resource entrepreneurship in small and medium enterprises in Chabahar Free Zone with an average of 3.0712 have a moderate status and also among the factors affecting human resource entrepreneurship, social factors compared to other Factors with an average of 3.314 are in a more favorable situation.

Among the five dimensions, social factors with an average of 3.314 have a more favorable average than the other dimensions; And then cultural factors with an average of 3.060 is in the last rank in terms of desirability compared to other dimensions. According to the respondents, a significant level for the factors affecting human resource entrepreneurship / 000. The result is less than the standard significance level (0.05) and since the upper and lower limits are positive, it can be concluded that the factors affecting human resource entrepreneurship have a high to average average. Therefore, considering the importance and necessity of human resource entrepreneurship, practical suggestions based on the results of this research are as follows:- It is suggested that by creating a specific system, the business environment be continuously evaluated in order to identify both capable human resources and future trends in supply and demand, volume and quality of manpower. - It is suggested that companies have a specific system in place to manage talent within companies to meet future demand for efficient staff. - In the field of human resource entrepreneurship, companies should pay high attention to autonomy, experience, innovation, interdependence and responsibility, and to a lesser extent to efficiency, specialization andstandardization.