امیرهوشنگ نظرپوری

By combining interactive elements and immersive narratives, interactive storytelling offers a powerful tool for engaging target audiences and creating an unforgettable experience that allows brands to break free from the limitations of traditional marketing and connect with their audiences on a deeper level. This approach transforms passive observers into active participants, creating a more memorable and impactful experience. This research aimed to identify and analyze the antecedents and consequences of interactive storytelling in digital marketing. This research is exploratory in terms of its applied purpose and in terms of its data collection method, in which digital business managers and marketing and e-commerce professors were selected as samples. The present study is mixed research with an exploratory approach, in which in the qualitative part, qualitative data collected using the opinions of 19 experts were analyzed using MaxQDA software and content analysis and coding methods. Then, in the quantitative part, the data was provided to the same sample in the form of a paired comparison questionnaire and analyzed using the fuzzy cognitive map method. The results showed that among the antecedents of interactive storytelling in digital marketing, immersion has the highest capacity for impact and persuasive story has the highest capacity for impact. Also, among the consequences of interactive storytelling in digital marketing, awareness of customer interests has the highest capacity for impact and personalization has the highest capacity for impact.

In recent decades, private or cooperative institutions such as knowledge-based companies, by entering the age based on knowledge, the frequent recommendations and special favors of the leader of the Islamic revolution, the increasing pressure of international competition, and the intensification of sanctions against the country have gained special importance and status. The importance of these companies stems from deep changes in commercial and economic-environmental aspects and the importance of talents in developing innovative solutions to respond to emerging issues and solve new problems. These companies have an undeniable role in achieving economic growth, increasing domestic production, reducing dependence on other countries, and creating added value. The way of managing and leading unique talents in these companies and many challenges require a transformation in talent management. Despite the tremendous benefits of talent for companies, many problems will arise if they are not adequately managed. The current research was conducted to present a lean talent management model in knowledge-based companies using mixed methods.

Design/ methodology/ approach: 

Regarding philosophical presuppositions, the current research is grouped under pragmatism in terms of orientation, except fundamental-applied research, and in terms of method, it is grouped under mixed research. The study's statistical population includes knowledge-based companies located in the science and technology park; 15 of their top and middle managers in Lorestan province were selected as experts. to choose experts, criteria such as having a relevant field of study (business management, strategic management, public administration, industrial engineering), having work experience related to human resource management or working in the field of management, and having mastery over the subject of study were important. Thus, the sample members have been selected based on the non-probability sampling method and through purposive sampling. In fact, in this type of sampling, the sample members are identified and selected based on the criteria compiled by the researcher to provide the researcher with relevant and consistent information for the research. The statistical population of the study in the quantitative part in connection with Delphi-Fuzzy questionnaires and pairwise comparisons of structural-interpretive modeling to prioritize the components and present the research model are experts of knowledge-based companies, including top and middle managers of knowedge0based companies. Regarding the number of experts in the quantitative section, according to the different opinions of some scientists, 10 to 15 people, others 8 to 12 people, and some 7 to 12 people have been proposed. The statistical sample size in the questionnaire related to the Delphi-Fuzzy technique and the questionnaire related to pairwise comparisons in the structural-interpretive modeling technique are 15 experts from knowledge-based companies located in the science and technology park in Lorestan province. in the qualitative part of the research, the content analysis technique and the coding method were used to collect and analyze the qualitative data collected through the interview tool. Also, in the quantitative part, the Delphi-Fuzzy technique and structural-interpretive modeling were used to prioritize the components discovered in the qualitative part and present the research model.

 The research findings in the qualitative part include the discovery and identification of 147 indicators and 17 dimensions for lean talent management, and the research findings in the quantitative part also include prioritization of the leveling of dimensions and presenting of the lean talent management model. The model presented in the research includes five levels: driving factors, strategic factors, components of lean talent management, tactical factors, and consequences of lean talent management. Based on the exploratory model of creative agility components, talent competitiveness and sustainable competitive advantage with high effectiveness, intelligent environmental components, lean structural and lean culture with high effectiveness and vertical integration components, lean human resource management, strategic business analysis, talent exploration lean, lean talent selection, lean daily talent, lean talent adaptability, support and commitment of manager and leader, and commitment-orientated policy have high effectiveness.

Limitations & Consequences:

 Lean Talent Management is considered a strategic factor for knowledge-based companies to achieve goals and improve competitiveness at various national, international, and global levels. However, the generalization of research results for other companies is limited.

Practical Consequences: 

The model presented in this research can help design and implement lean talent management in knowledge-based companies and enrich the literature of this emerging field.

Innovation or value of the Article: 

Current research shows that the lean talent management model has been localized in knowledge-based companies.

Today's organizations are faced with constant changes. These changes have affected organizations and require today's leaders to be strategically reactive and proactive to ensure that their organizations thrive in the modern era. Chameleon leaders possess the qualities that give organizations the knowledge and style to compete on a global scale. The current research was conducted with the aim of identifying and analyzing the effective factors and consequences of chameleon leadership.

In terms of purpose, this research is applied, and in terms of data collection method, it is a survey and exploratory type, which was conducted in a mixed manner. The statistical population of the research is the experts in the field of human resources of Sananndaj government organizations. Sample members were selected using the purposeful sampling method, and based on the principle of theoretical saturation. The data collection tool is in the qualitative part of the interview and in the quantitative part of the questionnaire. The validity and reliability of the tools were analyzed using content validity and intra-coder inter-coder reliability for the interview, and content validity and retest reliability for the questionnaire, respectively. In this research, for data analysis in the qualitative part, the method of content analysis and coding and fuzzy Delphi was used in the quantitative part, using the fuzzy Dematel method.

In this research, based on the analysis of the data obtained from the interview, a set of factors were identified as chameleon leadership suffixes. These include unpredictable situations, the spread of the organization's self-interested atmosphere, the existence of competitive spirit, political work in the organization and organizational deviations, opportunism, shrewd personality, internal control center, behavioral care, responsiveness as antecedents, as well as components of networking and development of communication channels, flexibility and adaptability to changes, adjustment of leadership attitudes and behaviors with the environment, acquisition of social identity, critical thinking, job security, formation of political behaviors, adaptive communication styles, and organizational agility. Among the identified factors, unpredictable situations and internal control center were identified as the most important factors of chameleon leadership, respectively.

The most important factors affecting chameleon leadership are unpredictable situations and the internal control center in the organization.

In the last decade, in the political system of the Islamic Republic of Iran, we have witnessed the behavior of government administrators who, due to the degradation of their power and position, have caused serious damage to their records and their past achievements, as well as the system that is the result of their own achievements. To theorize this behavioral model of government managers, a metaphor was taken from the disease of masochism. Masochistic personality is a personality type in which people tend to exhibit self-destructive behaviors. The purpose of the research was to theorize the emergence pattern of masochistic behavior of public administrators by taking the metaphor of a mental illness. The research method was metaphorical theorizing, and the research data were collected and analyzed using the grounded theory method and Glasser (appearing) productivity method. The basis of the study was the research of the political system of the Islamic Republic. As a result, interviews were conducted with 15 experts in public administration and political science (using a targeted method) to collect data. The method of data analysis was based on three-stage open, central and selective coding. The results obtained from the data analysis were divided into four main components of masochistic personality of public administrators, masochistic ideology of public administrators, masochistic policies and masochistic atmosphere, and then these four components were divided into two general categories of masochistic values and system. Cultivating masochism was categorized as the main reasons for masochistic behavior of public administrators. Finally, the consequences of managers' masochistic behavior were identified and strategies were suggested for them. In the general summary of this research, according to the opinion of experts, the policies of the system in the selection of public administrators are the main reason for the occurrence of masochistic behavior of public administrators, and factors such as the personality of public administrators, the masochistic ideology of administrators, and the atmosphere of masochism can complement the occurrence of masochistic behavior of administrators.

Government organizations are increasingly susceptible to the influence of the political landscape, as noted by many organizational theorists. This has led to efforts by proponents of "New Public Management" who believe these organizations should be insulated from undue political influence, specifically in the areas of corruption, pollution, and political bribery. However, these attempts have yielded limited success. The purpose of this research is to identify the factors affecting political bribery in the selection of managers of government organizations, to design a model of political bribery in the selection of managers of government organizations, and to identify the indicators and components of political bribery. Furthermore, the study seeks to: present a model addressing political influence in managerial selection, along with its key aspects and indicators, to inform future decision-making. Promote the selection of government agency managers based solely on meritocratic principles (competency-based selection) and their commitment to the organization, ensuring the process is free from undue political interference.

Design/ methodology/ approach:

 In terms of Paradigm, this research is interpretative. In terms of fundamental purpose, the present research is of the qualitative research type, inductive research approach, and the appearing (Glaser) database strategy has been used. Glaser believes that the theory should emerge naturally and creatively from the heart of the data; this approach alone makes it possible for the theory to emerge. This emerging feature was performed by Maxqda’s specialized software. Statistical community in the qualitative section, experienced experts include experienced managers of government agencies. In this research, the selection of the research sample in this section is of a saturated and purposeful level.

The interviews were continued until new codes were added to the categories; in this research, we reached theoretical saturation with fifteen interviews. After initial coding and extraction of themes and categories, four semantic structures were formed, whose core or main variables include: 1) organizational nepotism; 2) political bribery; 3) the silent cry of talents within the organization in the impasse of promotion; and 4) the destruction of the economy in the cycle of inefficiency. There were appointments, which is based on Glaser strategy and contrary to Strauss and Corbin's theory, which does not impose the theory on the data in advance. Rather, grounded theory is allowed to emerge during the theoretical and comparative coding process. This process according to the capability of the Maxqda software and in the overlapping part of the implementation and the theory or model of this research appeared in the software, according to which organizational nepotism with 13 indicators, 4 subcategories, and 2 main categories The name of the predictor or independent variable is political bribery with 17 indicators, 6 sub-categories, 3 main categories as the central variable, and two other variables, including the deterioration of the economy in the cycle of inefficiency of appointments with 27 indicators, 7 categories. Sub-categories and 3 categories and the silent cry of intra-organizational talents in the glass impasse of promotion, including 20 indicators, 6 categories, and 3 categories, appeared and were extracted as outcome variables.

Limitations & Consequences:

 Due to the negative concept of the research topic and managers' fear of its consequences, it caused conservatism in responding, and gaining their trust took a lot of time and energy from the researcher.

Practical Consequences:

 This research shows that organizational nepotism and political bribery are two destructive factors in the selection of managers of government institutions. These phenomena have led to the selection of inefficient and unhealthy managers, destroyed the motivation of the forces within the organization, and had unfortunate economic and social consequences. The results of the present research are also worth pondering from a theoretical point of view because the presentation of the model of political bribery in the selection of managers of government agencies helps to enrich the theoretical literature. On the one hand, considering that in government organizations, especially those that are more influenced by politics, the selection of managers is influenced by politics and happens based on political bribery, the results of this research can help in solving the problem. And she is trying to follow the path and mature the model and test it by other researchers. In the future, we will witness the observance of the principle of meritocracy in job promotion and the correct selection of managers of government agencies. Also, the results of this research show that political conflicts are one of the most important harms of the current system of appointments in government institutions.

Innovation or value of the Article: 

In this research, the feature of the appearance of the model (Glaser method) has been done by Maxqda specialized software.

A deficiency in the process of appointing managers can lead to unstable decisions, inefficient management of resources, and a decrease in economic productivity. This inquiry attempts to investigate the implications of appointing ineffective managers to contribute to progress and sustainable development in the economic domain The current research aims to conceptualize economic corruption in the cycle of inefficiency in the appointment of managers in organizations. This research, in terms of its fundamental and applied objectives, adheres to a paradigmatic approach of pragmatism. during the exploratory phase of interpretive modeling and a proof-oriented model in the testing phase. The research approach is mixed-method, utilizing thematic analysis as the analytical strategy. The qualitative data were analyzed using the Clark method and Maxqda software. Purposeful qualitative sampling was employed, and the qualitative sample size included senior managers of government organizations. In total, interviews were conducted with fifteen participants.The quantitative section of the population included managers and experts from the Ministry of Interior.The quantitative sampling method was simple random sampling, and with the use of GPower software, the final sample size of the study was determined to be 130 individuals. The content validity was confirmed by experts, and the construct validity of the measurement model was examined and confirmed through tests of average variance extracted, Fornell and Larcker criteria. Additionally, the model's reliability was assessed and verified using Cronbach's alpha coefficient.. The path analysis of the discovered model was examined using SPSS and SmartPLS software. Twenty-seven indicators or items were initially coded and extracted.Through exploratory factor analysis, they were grouped into 7 components. Subsequently, these 7 factors were further consolidated into 3 main factors: Political tricks; It bring destruction of economic balance "Lack of expertise in responsible individuals:a hidden tragedy in organizational efficiency,"and"Political lobbying:destructive of trust and damaging to the economic foundation"have been categorized.

The purpose of the current research is to design and explain the political behavior model of managers in government organizations. The research method is applicable in terms of purpose, qualitative in terms of execution method, and inductive-deductive in terms of the logic of data collection. The statistical population includes 30 experts (professors and managers of government organizations), selected by purposeful sampling. Data collection tools include semi-structured interviews. In the data analysis, thematic analysis and the MICMAC software were used, and to prioritize the factors affecting political behavior, for the interpretative structural approach, the ism method was used. The results of the findings showed that 11 main categories were identified in 6 levels. Also, the findings showed that in the sixth level, social cultural gap and personality traits of people had the most effect compared to other factors, although cultural weakness was the most effective factor. Public belief is placed at the fifth level of the model. At the fourth level, there are political will of people and image management and organizational evaluation. At the third level, there is the individual power of people. Organizational processes and organizational elections and appointments are at the second level, and at the last level are the model of laws and regulations and the structure of government organizations.

The purpose of this research is to investigate the effect of self-censorship of human resources on organizational silence by explaining the mediating role of conscious silence of human resources. This research is based on practical purpose and in terms of method is descriptive survey. The statistical population of the research is 355 employees of Chaharmahal and Bakhtiari governorates, considering that the size of the statistical population is limited and specific, from Morgan table at the 95% confidence level was determined 260 people and it was selected by available sampling method. To collect information, researcher-made questionnaires of organizational silence, organizational self-censorship, and conscious silence were used, whose validity and reliability were confirmed by content validity and Cronbach's alpha, and a survey of experts and consultants. Structural equation modeling method and SPSS, PLS software were used to test hypotheses and analyze data. The research findings showed that the self-censorship human resources has a positive and significant effect on organizational silence. Also, self-censorship of human resources has a positive and significant effect on mum effect. As a result, it can be said that managers of government organizations, being aware of the issue of organizational silence and the factors affecting it, must take measures to identify its irreparable messages and effects.

The proliferation of generative artificial intelligence, from healthcare to finance, underscores its transformative potential in addressing real-world challenges. The generative AI model is trained to act almost like a human. The conversational format allows the AI to answer follow-up questions, admit mistakes, challenge false premises, and reject inappropriate requests. Also, generative artificial intelligence provides huge opportunities for organizations that use this advanced technology strategically. Therefore, the current research was conducted with the aim of identifying the antecedents and consequences of the productive artificial intelligence tool using the fuzzy FCM method. The statistical population of the research is the experts in the field of information technology and artificial intelligence, among whom 10 people were selected as sample members using the purposeful sampling method and based on the principle of theoretical saturation. The tool for collecting information is an interview in the qualitative part and a questionnaire in the quantitative part. In this research, the content analysis method and coding with Atlas software were used to analyze the data in the qualitative part, and the content method and theoretical validity and intra-coder inter-coder reliability were used to check the validity and reliability of the data collection tool in the qualitative part. Its reliability was confirmed with a coefficient of 0.84. Also, the validity and reliability of the data collection tool in the quantitative part, content validity and retest reliability showed the confirmation of the reliability of the questionnaires. Also, the validity and reliability of the research questionnaire was measured by content and retest validity. The findings of the research show that the most important antecedent factors for the development of productive artificial intelligence are keeping pace with the fundamental changes in technology, the possibility of correcting organizational gaps, and facilitating the learning of employees. Also, the most important consequences of the formation of productive artificial intelligence are speeding up the implementation of processes, increasing efficiency and productivity, and the risk of privacy violations.

The duality of agency-structure regarding collective hypocritical behavior among Iranians has long been the subject of debate and controversy. In the meantime, some agency and others have considered the existing structure in the society as the main cause of this misbehavior. The current research aims to deeply investigate the causes of hypocritical behavior and provide a model to rectify it by focusing on the institution of education. The approach of qualitative and interdisciplinary research has been using data from sociology, psychology, law, literature, political science, international relations, etc. Data coding continued until theoretical saturation using the theme analysis method. The main categories are identified in the section on the cause of hypocritical behavior under the domination of the Giddens structure-action meta-theory. This theory considers the social norm as the result of agency-structure action. Doing so, oversimplification of hypocritical behavior, the negation of individuality, and historical determinism for the category of agency and state (organizational) monopoly, authoritarianism, the use of religion as a tool, and the autocracy of some managers, placing tradition against modernity and a sense of social despair against existing injustices emerged for the category of structure. Based on the requirements and limitations of the education proposal, meanwhile observing the theory of boundary actors, the categories of implementing the principle of meritocracy, and allocating competent resources, inserting the courses of moral philosophy and human rights in the curriculum, creating space for expert psychologists, trying to restore social capital, using every opportunity to create the context of modernity, implementing knowledge management, and consensus building in carrying out efficient civil action was also emerged as alternatives.

Fear and hesitation of managers in their decision-making may sometimes cause devastating and irreparable consequences for themselves, employees and organizations. The purpose of this research was to discover and understand the phenomenon of decision-making phobia or decidophobia as well as its types among managers of government agencies.

This qualitative research was applied in terms of purpose and was descriptive-exploratory in terms of data gathering technique. Phenomenology method (study of the lived experience of people involved in this phobia) was employed to conduct the research. The data collection method was in-depth interviews with the participants. Therefore, based on the principle of theoretical adequacy and using purposeful sampling method, 20 public administrators and management professors were selected as the sample.

In addition to the recognition and understanding of decision-making phobia, the research findings contain the types of this phobia. There are seven main themes, including: situational decision-making phobia, headquarters-supervisory decision-making phobia, social decision-making phobia, legal decision-making phobia, individual-personality decision-making phobia, Job/organizational decision-making phobia and political decision-making phobia.

Tax Affairs Organization as a governance organization; For its development, growth and sustainability, it needs an effective performance evaluation system in which it can evaluate the efficiency and effectiveness of its organization's programs, process and human resources.The purpose of this research is to evaluate the effectiveness of strategic human resource management strategies in the Tax Affairs Organization with an emphasis on the general policies of the administrative system. Based on this, the dimensions of the four paternal, committed, contractual and secondary strategies were evaluated by balanced scorecard approaches (Financial approach, customer approach, growth and learning approach, internal processes approach) based on experts' opinions and questionnaires. The ranking was done using ANP technique and Superdecision and Excel software, and the results showed that the secondary strategy with a weight of 0.3197 and the financial approach with a weight of 0.57 have the highest priority and importance in the Tax Administration for the strategic management of human resources.

In marketing management, there is a situation in which a group of customers advertise for a brand based on common beliefs and prejudices in the virtual space. In line with the need to support the production of domestic industries, brand tribalism can be a suitable strategy to guide these industries and their products towards success by taking advantage of common prejudices and creating interest and loyalty to the products produced by domestic industries. . Therefore, the present research was conducted with the aim of providing a model of the emergence of brand tribalism and how brand tribalism is formed with the interpretive structural modeling method.This research based on mixed research and qualitatively and quantitatively in an inductive comparative paradigm, which is practical in terms of purpose and survey in terms of nature and descriptive method. The statistical population of the research is experts whose sample members were selected by snowball sampling method and based on the principle of theoretical adequacy. The data collection tool in the qualitative part is a semi-structured interview, whose validity and reliability were tested with the content method and theoretical validity and reliability within the coder of the intermediary. Also, the data collection tool in the quantitative section is a questionnaire whose validity and reliability were measured by content validity and retest reliability methods. The research results include identifying the components of brand tribalism and presenting a model of how this concept is formed. The model of brand tribalism in this research has been developed in four main levels based on the formation platforms, interrelated and intervening factors, dimensions of brand tribalism and its consequences.

In today's era, human resources are an integral part of various organizations, businesses and industries on their way toward their goals. With the advent of growing start-up and online businesses, competition in this field have increased and there is a need for such businesses to adapt, harmonize and synchronize employees with the latest level of skills, innovations and technologies available internationally. This seeks to fill in the employees’ skill gap. And reverse coaching is one of the potential tools provided to speed up and facilitate it. In the same line, this article aims to present a model of reverse coaching in start-up businesses with the approach of improving the skill gap of human resources. In terms of the research approach, the qualitative method, especially the foundational data theory method, was used. First, the researcher prepared an interview protocol based on the dimensions and components obtained from the theoretical foundations and background of the research, and then through the data theory method of the foundation, 15 managers, entrepreneurs and owners of start-up businesses were interviewed. These 15 individuals were selected purposefully until reaching theoretical saturation. The results of the research showed that the causal variables fall into two main categories, including managerial and organizational arrangements. Background variables include two categories of information and communication infrastructure development and strategic analysis of the business space. The key variables include the categories of coaching, improving the skill gap; intervening variables include the category of positive stimuli, controlling stimuli and negative stimuli; strategic variables include individual creativity, extending justice and negation of discrimination, participation-oriented in the organization and organizational knowledge management, and outcome variables include arming creative employees, being equipped with efficient and safe systems, and becoming a learning organization.

Employee comfort as one of the factors of organizational effectiveness has a favorable effect on the life and productivity of organizations. The purpose of this study was to design a model of organizational comfort for employees in the workplace in the judiciary of Khuzestan province.

This study was fundamental-applied in terms of purpose and was a type of qualitative research conducted using data-based theory. The study's statistical population was experts (managers and experts) in the field of human resource management of justice in Khuzestan province (222 people) and 6 professors of management at Lorestan University. Research data were collected through interviews with 19 people (based on the principle of theoretical adequacy). The result of these interviews was a set of essential topics that were collected during the open coding process and categories were extracted from them, then in the axial coding stage, the link between these categories was determined.

The results showed that the causal factors included individual abilities and skills, spirituality, family role and emotional intelligence; Workplace fitness, psychological environment, workplace health and effective management were the contextual factors and job constraints, intra-organizational and extra-organizational constraints were the interfering factors of employees’ organizational comfort. The results also showed that strategies for creating organizational comfort include organizational support, ergonomic workplace design, organizational partnership, work quality improvement and strategic human resource management that ultimately have individual and organizational consequences.

The results of the study emphasize the attention to the work environment and the overall comfort of the employees of the judiciary due to the importance of their job to fulfil the rights of individuals in society.

the current research was carried out with the aim of identifying and explaining the antecedent and consequent factors of Micromanagement in governmental organizations. This study which simultaneously used two quantitative and qualitative approaches, is applied research based on purpose and exploratory in terms of method. The statistical population of the study was the managers of the governmental organizations of Lorestan Province and the professors of Lorestan University, the sample members were selected using the purposeful sampling method and based on the principle of theoretical adequacy, the views and opinions of 30 of them were examined, the information and data Required, collected and theoretical saturation was achieved. The tool for collecting information in the qualitative part is an interview and in the quantitative part is a questionnaire, whose validity and reliability were confirmed. In the qualitative section, the data obtained from the interview were analyzed with the Atlas.ti software and the coding method, and the antecedent and consequent factors of Micromanagement were identified. In the quantitative part, using the Delphi Fuzzy method, the priority of these factors was determined. The results of the research indicate that in the among, lack of trust in employees by the manager, manager's fear and negative attitude towards delegating authority, were identified as the most important antecedent factors of Micromanagement and also, Increasing employee stress, Dependence of employees on the orders of the manager as the most important consequence factors behind this style of management in government organizations.

Achieving career advancement and organizational acceptance is possible only by adopting correct and ethical policies and strategies. The political competence of managers has paved the way for promotion and success in the organization and has created a new insight in the process of managing organizations. The purpose of this study was to modeling the political competence of state managers. This study is based on the applied purpose and in terms of method in the field of descriptive survey studies. Identification of indicators of political competence was done through semi-structured interviews based on theoretical saturation with 17 professors in the field of organizational behavior management, human resource management and political science. The validity and reliability of the interviews were confirmed by the method of relative content validity and Kappa Cohen index, respectively. In order to modeling political competence, the opinions of 24 former and current managers of state organizations in Khorramabad were used using purposive non-probability sampling method and a questionnaire. The validity and reliability of the questionnaire were confirmed using content validity and test-post-test method, respectively. Coding of interviews using Atlas.ti software identified 14 key indicators of political competence. Modeling the indicators identified by the interpretive structural methoding led to the formation of seven levels, of which political knowledge and skills, identification of key individuals and influence tactics were the most effective, and political networking was the most effective indicator of political competence.

In recent years, organizational complications have received more attention from leading organizations due to the negative effects they have on human resources and organizations. To the extent that avoiding this negative complication has become one of the most important concerns of managers of organizations. The effects of adverse effects on human capital, through which the main mission of the organization is performed, are much more severe. Accordingly, the purpose of this study is to comprehensively identify the complication of organizational anesthesia in human capital based on Grounded Theory.

 The present research method is applied in terms of purpose and exploratory research method in terms of data foundation approach. The statistical population in the present study included experts in the field of management and organization in the National Gas Company of Kermanshah province who based on criteria such as practical experience of at least 5 years of supervision or management and at least a bachelor's degree in management-related fields, using bullet sampling method. Snowy was selected and finally 13 interviews were conducted until the theoretical saturation of the data was reached. Data collection tools also included semi-structured interviews that after the end of in-depth interviews, the typed text of the interviews was fully entered into the Max QDA 2020 software for the relevant analysis. To ensure the validity of the research, the peer review method and in order to measure the reliability of the concepts, sub-components and identified components, the agreement index between the two coders has been used.

Research findings in accordance with the main research questions that were posed as follows; What are the main factors, staff strategies and consequences of the negative complication of organizational anesthesia in human capital? And how can these factors be presented in the form of a conceptual model? Were presented. Accordingly, the findings showed 367 open codes, 77 central codes and 24 selected codes in the form of a six-variable model including causal factors (with main components: lack of meritocracy in the organization, injustice in the organization, manager's indifference to staff growth and Economic and personal issues), contextual (with main components; personal characteristics, inappropriate system of encouragement and punishment, conflicting goals and disregard for employees' interests and opinions), intervening (with main components; organizational and social culture , Importance and attention to modeling, extra-organizational issues and factors reducing job success), central phenomenon (with the main components; silent underemployment, organizational indifference, organizational indifference and organizational numbness), strategies (with the main components; negative psychological issues In the individual, reducing commitment and participation, reducing the quantity and quality of work and expressing dissatisfaction and protest) and the consequences of the complication of organizational anesthesia of human capital in Kermanshah National Gas Company (with the main components; reducing individual and organizational productivity, increasing Organizational misconduct, dislike and disregard for work and organization, and widespread dissatisfaction) have been reported.

 Human capital is the main and growing factor of businesses and unlike physical capital, human capital is a stable input in the process of production and service delivery, whose efficiency and effectiveness is much more stable than other resources of the organization and not paying attention to The pervasive organizational implications of these investments in the long run have high adjustment costs for each business and organization. Accordingly, one of the important and practical results of the present study included identifying the most important components of organizational anesthesia in human capital such as incompetence and injustice in the organization, manager's lack of importance to staff growth and economic and personal issues. These factors, as causal factors, play the most important role in creating organizational anesthesia in human capital, which should be carefully studied by company officials and managers. In addition, the most important consequences of this negative complication in the organization include; Decreased individual and organizational productivity, increased disruption in the organization, dislike and disregard for work and organization, and pervasive dissatisfaction. In fact, one of the most important results of the present study is to identify the consequences of organizational anesthesia in the human capital of the National Gas Company, which has not been studied in other studies and can be said that comprehensive identification of this complication is very reducing and negative The innovations of the present study have provided a comprehensive knowledge of this complication for the awareness of officials, managers and even researchers in the field of human resource management. Finally, practical suggestions were provided to the managers of the National Gas Company of Kermanshah Province to avoid or manage this negative complication.

Organizational insensitivity is a kind of inclination toward reluctance and deliberate lack of understanding by the employees that appears in their thoughts and behavior when their expectations are not met. The purpose of this study was to design and validate the organizational insensitivity model in the human resources.Research

The study is applied in terms of purpose and exploratory based on grounded theory in terms of research method. The statistical population included the experts of National Gas Company in Kermanshah province. Based on purposive sampling, 13 interviews were made up to the saturation point. Data collection instruments included semi-structured interviews and a questionnaire. Data analysis was done using grounded theory and MAXQDA, and validation of the model was done using one-sample t-test.

the findings included 367 codes, 77 concepts, 24 secondary categories, and 6 main categories, which were presented as a model. The model was validated, too.

The results indicated the main causal factors (injustice, lack of meritocracy, economic issues, and manager’s disregard of growth), intervening factors (following others, lack of attention to interests and opinions, factors reducing success, and extra-organizational issues), contextual factors (personal attributes, improper reward and punishment system, organizational culture, and contradictory goals), axial phenomenon (silent inactivity, indifference, numbness, and organizational disinterest), strategies (reduction of commitment and participation, negative spiritual and mental issues, objection, and reduction of job quantity and quality), and consequences of organizational insensitivity in the human resources of National Gas Company branch in Kermanshah province (increase of infringements, reduction of efficiency, loathing work and organization, and widespread dissatisfaction).

This Study was conducted with the purpose of investigating the influence of the prophetic personality on the protean and borderless career path with the mediating role of goal orientation and trans-skills in knowledge-based companies in Lorestan province.  This research was carried out in terms of purpose and descriptive- survey method of correlation type. The statistical research population of managers and administrative staff of knowledge-based companies active in the science and technology park of Lorestan province, whose number was 120 people in 2022, and the statistical sample size was determined using simple random sampling of 95 people. The main tools for data collection are Bateman and Current questionnaire (2013), protean career path Questionnaire and borderless career path Questionnaire by Brisco et al. (2006), goal orientation questionnaire by Vande Wale (1997) ,and the questionnairecreated by the Faramahart researcher was taken from the research of Luchab and Nas (2019) was used. The results  of the research showed that personality predicts the protean and positive and borderless career path with the role of mediators of goal orientation and meta- skills at a significant level. Less than 0/05 has a significant relationship. According to the obtained results, it is suggested that knowledge-based companies give their employees the opportunity to acquire the necessary knowledge and information;  Also, provide an environment so that employees can be creative, recognize new ideas for the development of job processes, update their acquired skills and capabilities, and provide them with the necessary ground to experience new job opportunities.

This research was conducted with the goal of identifying the causes and roots of Cronyism in governmental organizations of Lorestan Province.

The present research was a survey-type regarding purpose, it was descriptive from the viewpoint of data collection method, and with regard to the nature of data, it was a qualitative research based on the grounded theory. The statistical population was comprised of governmental organizations’ senior managers with at least 4 years of managerial experience and with academic education at doctoral level in the fields of management, economics, and law. Applying theoretical sampling method and saturation rule, we selected fifteen managers. The required data were collected using semi-structured interviews.

Results show that 183 identified open codes were combined in the framework of 93 subcategories and 25 main categories, which were then shaped into 6 main layers including causal conditions, central category, contextual conditions, intervening conditions, strategies and consequences.

Originality: 

Presenting a model for organizational cronyism, which includes the most important and underlying factors in the fields of nepotism and gangsterism, the present research can help policymakers and researchers find out the roots of these factors and subsequently, implement strategies and mechanisms to overcome the negative consequences.

Implications: 

Paying attention to policy issues, transparency, accountability, reconsidering performance evaluation programs, and finally, enhancing meritocracy based on objective criteria can largely prevent the occurrence of cronyism in the organization.

The goal of complete intelligence of a city depends not only on how it plans and uses information and communication technology tools to improve the quality of life of its citizens, but also on the acceptance and coordination of the intelligentsia created with the needs of its citizens. The purpose of this research is the theoretical plan to change traditional structural model of the city to a structural model, urban intelligence and comparative study in order to identify digital indicators and intelligence of the city. This research has identified the indicators of smartening in urban management of Shiraz Municipality based on the comparative studies of two smart cities of Amsterdam and Barcelona and using the descriptive-analytical method. In order to identify strategies with the best results in successful smart cities and finally determine the appropriate approach to review layers of urban smart and its roadmap in the city of Shiraz.

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

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

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

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

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

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

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

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

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