حامد خامه چی

The modern world has become highly competitive due to the spread of technologies and tools, as well as easier access to them. In rapidly changing and developing environments, knowledge is considered an important source of value creation that can lead to the development and maintenance of competitive advantage. Competitive advantage creates a unique organizational situation, enabling companies to utilize their capacities and resources, thereby differentiating themselves from competitors. For survival, organizations must acquire the necessary abilities and adapt to change. One of the critical resources for transforming and ensuring the survival of an organization, as well as achieving its goals and mission, is innovation and entrepreneurship. These factors provide the basis for competitive advantage and distinguish the organization from its competitors, aiding its survival in the current dynamic environment. The purpose of this study was to identify the antecedents of organizational entrepreneurship using a meta-analysis approach.

This research was applied in purpose, descriptive in application, and quantitative in data type. The research population consisted of articles published in scientific journals in the field of organizational entrepreneurship in Iran from 2011 to 2024. Among them, 55 articles were included in the meta-analysis process, selected through a non-random purposive sampling method. The selected studies were analyzed using CMA2 software (Comprehensive Meta-Analysis Software). The reliability of identification was ensured through the agreement of referees in selecting and categorizing the research, the reliability of coding was ensured through agreement among reviewers on the use of specific concepts for coding variables, and the reliability of the significance level and effect size was ensured through agreement between two meta-analysts in measuring effect size.

The findings showed that, among the antecedents of organizational entrepreneurship, intellectual capital (0.886), knowledge absorption capacity (0.802), organizational agility (0.753), organizational intelligence (0.743), spiritual leadership (0.737), servant leadership (0.682), creative atmosphere (0.632), organizational health (0.622), quality of work life (0.608), cultural adaptability (0.587), organizational structure (0.554), marketing capability (0.516), and social capital (0.508) had high impact sizes (above 0.5). 

The variables of intellectual capital, knowledge absorption capacity, organizational agility, organizational intelligence, spiritual leadership, servant leadership, creative atmosphere, organizational health, quality of work life, cultural adaptability, organizational structure, marketing capability, and social capital are the most significant elements of organizational entrepreneurship. This meta-analysis can help make planning to promote organizational entrepreneurship more precise and operational. Instead of planning for a wide range of antecedents, efforts can focus on the variables with the greatest importance.

the purpose of this research is to identify the antecedents and consequences of customer-based brand equity using a meta-analysis approach. The present study is descriptive in terms of purpose, practical in terms of usage and quantitative in terms of type of data. The study population consists of articles published in scientific journals in the field of customer-based brand equity from 2011 to 2024, that 51 cases were entered through meta-analysis process with a purposive nonprobablity sampling method. Selected studies were analyzed using CMA2 software (Comprehensive Meta-Analysis Software). Findings showed that among the antecedents of customer-based brand equity, respectively, the variables of The variables of brand economic value (0.770), word-of-mouth advertising (0.751), brand emotional value (0.731), customer trust (0.568), brand attitude (0.561) and social network marketing (0.559) had the high effect size (above 0.5). Also, among the consequences of customer-based brand equity, respectively, the variables of customer loyalty (0.710), customer buying behavior (0.670), perceived value (0.447), repurchase intention (0.421), brand choice (0.389), higher price payment (0.385) and brand expansion (0.326) had the high effect size (above 0.5). Variables of brand economic value, electronic word-of-mouth advertising, brand emotional value, customer trust, brand attitude and social network marketing, and among the consequences of customer-based brand equity, respectively, customer loyalty variables, customer purchase behavior, perception value. Repurchase intention, brand choice, paying higher price and brand development are among the most important antecedents and consequences of customer-based brand equity,

The optimal participation and promotion of countries in global value chains depend on the government policies regarding infrastructures for production and other related fields, the alignment of currency and trade policies, the approaches interaction with other countries, and the necessary supporting policies. The upcoming research was carried out to design a model of government policies to promote Iran’s participation in the global value chain, given that there is no comprehensive previous research in this regard. For this purpose, using the qualitative method and the Grounded theory, a semi-structured in-depth interview was conducted with experts using the snowball method. Then the process of coding resulted in 180 codes, axial coding resulted in 72 items, and selective coding resulted in 23 items in the form of 6 achievements central phenomenon. These include: creation of value from comparative advantage, causal conditions including the creation and development of domestic value chains, strengthening soft and hard infrastructures, exporting value-added goods, localization, and diagnostics, facilitating and coordinating role of the government, unity command in policy-formulation and policy-making, resource management, using regional  capacities. The strategies include: positioning and seeking a share in the global value chain, using the special knowledge capacity and experience of experts, using the special logistic capacity and creative strategies in the promotion, participation of powerful private sector, investment in the development of labor-intensive and service  industries, improvement of economic diplomacy, future research and planning according to the global value chain trends. Background conditions include: Governancereform, support and creation of competition, and alignment of currency and trade policies. Intervening factors include: sanctions and underdevelopment of domestic  economic capacities. Finally, consequences include balanced development and technological authority. The results of this research can help policy makers to formulate  trade policies according to the future trends of world trade.

The digital age provides technologies that help all aspects of human life, and today almost all human work activities depend on e-mail, internet, computer, etc. Therefore, the development of digital technology has a significant impact on changes in economic activities in the world. At present, there are companies capable of stability and development that choose a more suitable business model from competitors according to the continuous evaluation of market needs and technological necessities. The current research aims to develop an electronic business model in the information technology industry in Iran based on the ontology of Osterwalder and Pignier. This research was conducted with an exploratory approach using qualitative content analysis including open, selective, and central coding. The statistical sample is all managers, technical officials, and supporters of websites active in the field of information technology in Iran, among them 12 were selected and interviewed. The sampling method was done by snowball method until reaching theoretical saturation. After data analysis, the e-business model of Iran's information technology industry was compiled, which includes 9 different blocks with dimensions of customers, communicating with customers, channels, value propositions, key activities, key resources, key partners, revenue streams, and cost structure. The expansion of electronic businesses in the shadow of the digital economy has made choosing an electronic business model a strategic necessity. The accurate design of the electronic business model will increase the effectiveness of the companies active in the information technology industry according to the continuous evaluation of the market needs and technological necessities.

Human capital is one of the most basic strategic resources of any organization, so that one of the priorities for the development of the organization is to pay attention to the productivity of human capital. The purpose of this study is to design a model of human capital productivity in the Armed Forces of the Islamic Republic of Iran (Case study: Supreme National Defense University). This research in terms of purpose is applied and development. In terms of data collection is qualitative. in terms of method is descriptive-analytical with exploratory method. In this study, documents and articles in the field of human capital productivity were carefully examined. Structured interviews were also conducted with experts at the Supreme National Defense University. The collected data were analyzed in three stages of open coding, axial coding and selective coding. In the present study, 4866 initial codes, 238 concepts, 70 sub-categories and 29 main categories were identified. The research results were designed as a model of human capital productivity based on the Grounded theory approach in the form of causal conditions, axial phenomena, contextual conditions, intervening conditions, strategies and consequences.

Conflicts between work and family wants are inevitable in organizations and families. This, in turn, creates psychological problems in people's personal and working life. The aim of this study is to present a model of work-family conflict management among employees of Iran University of Medical Sciences during COVID-19 pandemic.

This was a qualitative study conducted in 2021. The statistical population of the research included 14 thematic and executive experts who were selected with judgmental-purposive method. The analytical model of the research was deductive-inductive and based on the qualitative method of thematic analysis. Data were collected by document method and through in-depth and semi-structured interviews with experts of Iran University of Medical Sciences. The content validity of the research model was 85%. Retest reliability was 70% and coder reliability was 87%.

After five stages of content analysis, 67 basic themes, 7 comprehensive themes (family stress stimulus (3 themes), supportive job variables (11 themes), moderating variables (7 themes), stress management (12 themes), negative consequences (17 themes), positive outcomes (2 themes), work stress stimuli (15 themes)) were counted and added. Finally, a work-family for the staff of Iran University of Medical Sciences was designed.

According to the current research model, work-family conflict management in the period of COVID-19 requires a new way of working. It should be independent, flexible and compatible with individual conditions and preferences of employees more than before. Considering the importance of the negative consequences of work-family conflict, the vice-chancellor of management and resource development in the university can use the model presented in this research to prepare training programs needed by employees. He can also manage the negative consequences of work-family conflict and develop support and counseling programs needed by employees to be used during COVID-19 pandemic.

Identifying and prioritizing the dominant behavioral bias in the capital market makes it possible for investors and economic activists, with knowledge about them, to take appropriate measures to deal with the potential effects of these biases which disturbs the decision-making process. In order to overcome this, the present research has focused on prioritizing behavioral biases that affecting on investors decision making process in Tehran Stock Exchange. In the present study, in order to overcome the main objective of the research, in the first step of research, behavioral biases in this area were identified by reviewing the research literature and then, with the consensus of experts and investors who works in the capital market, 44 biases were identified for Tehran Stock Exchange and categorized into five groups like anomalous phenomena, cognitive, perceptual, intuitive and emotional. In the end, priority of behavioral biases in the Tehran Stock Exchange was investigated through Fuzzy-Analytic Network Process by using the extracted data from completed questionnaires by investors and investors of the capital market. The findings of the research indicate that the pleasure principle, illusion of control and self-control biases, with weights of 0.02983, 0.01654 and 0.0559, are three biases which have a higher priority than others. The result of this research shown that the pleasure principle bias in the emotional group and Home bias in the cognitive group, has the highest and lowest level of priority among the investors who works on the capital market.

Ethical leadership has emerged as a new approach in the field of leadership and it has provided the foundation for creating and enhancing individual and organizational effectiveness by prioritizing ethics in the organization. Accordingly, the purpose of this study is to identify the consequences of ethical leadership using a meta-analysis approach.

The present study is descriptive in terms of purpose, practical in terms of usage and quantitative in terms of type of data. The study population consists of articles published in scientific journals in the field of ethical leadership from 2010 to 2019, that 48 cases were entered through meta-analysis process with a non- random purposive sampling method. Selected studies were analyzed using CMA2 software (Comprehensive Meta-Analysis Software).

Findings showed that among the consequences of ethical leadership, 33.33% had an effect size less than 0.3, 35.9% had an effect size between 0.3 and 0.5, and 30.8% had an effect size above 0.5.

Findings showed that among the consequences of ethical leadership, intention to quit (-0.688), job engagement (0.670), leadership effectiveness (0.655), organizational citizenship behavior (0.622), employee empowerment (0.605), Talent management (0.583), Organizational justice (0.578), Ethical climate (0.541), Job performance (0.526), ​​Customer orientation (0.512), Deviant behaviors (-0.504) and Perceived organizational support (0.500) had high effect size (above 0.5).

The present study set out to identify the human resource productivity antecedents conducting a meta- analysis.  This applied study employed a quantitative descriptive research design. The study corpus consisted of articles published in scientific journals in the field of human resource productivity within the period from 2011 to 2019, among which 48 articles were recruited through a non- random purposive sampling procedure and underwent the meta-analysis. The selected studies were analyzed using CMA2 (Comprehensive Meta-Analysis Software) software. The reliability of the selection procedure and categorization of the studies as well as the reliability of using specific concepts for coding the variables were both confirmed by the examiners. Moreover, the reliability of the significance level and effect size were obtained through the agreement in measuring the effect size by two analysts. The findings revealed that among the antecedents of human resource productivity, emotional intelligence (0.767), organizational entrepreneurship (0.761), talent management (0.728), self-discipline (0.720), job motivation (0.705), organizational health (0.691), career advancement (0.652), effective leadership (0.635), quality of work life (0.632), job autonomy (0.623), employee creativity (0.618), organizational agility (0.618), information and communication technology (0.585), organizational trust (0.581), knowledge management (0.563), social responsibility (0.548), and social capital (0.523) had high effect sizes (above 0.5), respectively.

Today, the classical structures and approaches of organization and management have often lost their effectiveness in the face of increasing environmental changes, and organizations are forced to abandon and forget these traditional approaches. The purpose of this study is to identify the antecedents and consequences of purposeful organizational forgetfulness using a meta-analysis approach.

The present study is developmental in terms of purpose and descriptive regarding method. The study population consists of scientific articles and master’s theses in the field of targeted organizational forgetting from 2011 to 2020, from which 45 cases were entered through meta-analysis process with a non- random purposive sampling method. The selected studies were analyzed using CMA2 software. The reliability of the research includes the reliability of identification that was obtained through the agreement of the referees in selecting and categorizing the researches, the reliability of coding was achieved through the agreement of the referees on the use of specific concepts for coding variables, and the reliability of significant level and effect size was gained through an agreement in measuring the effect size between the two meta- analysts.

Findings suggested that the variables of information technology, organizational learning, knowledge management, organizational intelligence, transformational leadership and servant leadership have the highest impact factor among the antecedents, and variables of organizational change, staff empowerment, knowledge management, organizational learning, organizational agility and organizational performance have the highest impact factor among the consequences of targeted organizational forgetfulness.

By using the antecedents identified in the present study, organizations can take steps to break the dependence on their outdated habits, structure, knowledge and technology, and be ready to accept changes and new approaches in the field of organization.

The purpose of this study is to provide a model of the consequences of brand personality with the combined approach of meta-analysis and interpretive structural modeling. The present research is practical in terms of purpose, descriptive in terms of usage and quantitative in terms of data type. In the present study, first, the consequences of brand personality from 40 articles published in scientific journals and master's theses in the period of 2011 to 2019 are identified and extracted by meta-analysis method. In the next step, using the interpretive structural modeling technique and based on the opinions of 12 experts of SAIPA Automotive Company, the mentioned consequences are ranked and relations among them are modeled. Based on the meta-analysis findings, among the consequences of brand personality, brand impact, customer satisfaction, communication quality, brand development, perceived value, brand loyalty, customer lifetime value and brand equity had the highest effect size. Based on the results of interpretive structural modeling, the consequences of brand personality were at six levels, so that the brand impact variable has the most impact and the customer life value variable has the most influence.

Having hope, optimism, self-efficacy and resilience are constructive mental states whose individual, group and organizational results have been studied in many studies. The present study is a systematic and comprehensive study of these studies and recognizes the causal relationships between these results. This is a descriptive, applied and quantitative research. First, the consequences of psychological capital from 40 articles published in Iranian scientific-research journals in the period of 2011 to the fall of 2019 have been identified, extracted and prioritized by meta-analysis. Then, with the interpretive structural modeling technique and based on the opinions of 12 managers and experts of the General Department of Cooperation and Support of the Ministry of Education, the ranking and the pattern of relations between them are presented. Psychological capital had a significant effect on all 40 outcomes studied. These outcomes were classified into three categories with high, medium and low effect sizes. Among these, the variables of job attachment, reduction of deviant behavior, organizational identity, organizational citizenship behavior, organizational accountability and social responsibility had the greatest effect. The study of causal relationships between these outcomes also showed that job attachment and organizational identity had the most impact and the reduction of deviant behavior and organizational citizenship behavior had the most influence. Accordingly, developing of psychological capital can lead to valuable outcomes in the emotional, attitudinal, behavioral, and performance-related fields.

The purpose of this study was to identify the antecedents and consequences of psychological empowerment of employees using the meta- analysis approach. The present study was descriptive in terms of purpose, applied in terms of usage, and quantitative in terms of data type. The study population consisted of articles published in scientific journals in the field of psychological empowerment of employees from 2011 to 2019, out of which 53 cases were introduced into the meta-analysis process using a non-random purposive sampling method. The selected studies were analyzed using CMA2 software (Comprehensive Meta-Analysis Software). The reliability of the research was confirmed using the identification reliability (which was obtained through the agreement of the raters in selecting and categorizing the researches), the coding reliability (which was obtained through the agreement of the raters on the use of specific concepts for coding variables), and the reliability of significance level and effect size (which was obtained through the agreement between the two meta-analysts in measuring the effect size). Findings showed that among the antecedents of psychological empowerment of employees, the variables of benevolent leadership (0.877), knowledge management (0.772), social capital (0.616), genuine leadership (0.609), organizational memory (0.603), and spiritual leadership (0.601) had the greatest effect size. In addition, among the consequences of psychological empowerment of employees, the variables of employee voice (0.853), competitive advantage (0.734), job performance (0.724), spirituality at work (0.655), employee creativity (0.630), and innovative atmosphere (0.626) had the greatest effect sizes.

The purpose of this study is to provide a model of consequences of organizational culture with a meta-analysis approach and interpretive structural modeling.

The present study is practical in terms of purpose, descriptive in terms of type of use and quantitative research in terms of data type. In the present study, first, the consequences of organizational culture were identified and extracted from 58 articles published in scientific-research journals in the period of 2013 to the 2019 by meta-analysis method. In the next step, using the technique of interpretive structural modeling and based on the opinions of 12 faculty members of Kharazmi University, the mentioned consequences, ranking and model of relations between them were determined.

Based on meta-analytic findings, among the consequences of organizational culture, respectively, the variables of psychological capital (0.598), social capital (0.540), innovation (0.537), knowledge management (0.523), organizational effectiveness (0.512) and psychological empowerment (0.500) had the highest effect size.

Based on the results of interpretive structural modeling, the consequences of organizational culture at Kharazmi University were at 4 levels, so that social capital and psychological capital were the main causes and organizational effectiveness were the main effects.

Human resources today is the most important factor in the success of their organizations. In this context, one way to achieve competitive advantage is talent and abilities of employees. Talent management in the organization is a very essential factor for optimum use of human resources. The purpose of this study was to identify the antecedents and consequences of talent management using a meta- analysis approach.Design/Methodology/Approach: The present study is descriptive in terms of purpose, practical in terms of usage and quantitative in terms of type of data. The study population consists of scientific articles and master`s thesis in the field of talent management from 2010 to 2019, that 40 cases were entered through meta-analysis process with a non- random purposive sampling method.Research Findings showed that among the talent management antecedents, respectively, the variables of Organizational Learning (0.741), human capital (0.699), strategic human resource management (0.666), rules and regulations (0.621), organizational social responsibility (0.617) and ethical leadership (0.597) had the high effect size (above 0.5). Also, among the consequences of talent management, respectively, reduce intention to quit (0.794), job security (0.780), human resource productivity (0.728), organizational trust (0.690), knowledge creation (0.676), job attachment (0.640), Replacement (0.629), organizational performance (0.564) and employee empowerment (0.550) had the high effect size (above 0.5).Limitations & Consequences: One of the limitations of the present study was the probability of publication bias, although detailed and in- depth investigations have been undertaken to identify relevant studies, but may have been overlooked.Practical Implications and Value of the Article: Meta- Analysis with combining different results quantitatively, helps to identify the antecedents and consequences of talent management more coherently and systematically. Also, Meta- analysis had made planning for improving talent management in the organizations more accurately and operationally, because it focus on variables that are more important instead of planning for a range of antecedents and consequences.

The purpose of this study was to identify the antecedents and consequences of work-life balance using a meta- analysis approach. The present study is descriptive in terms of purpose, practical in terms of usage and quantitative in terms of type of data. The study population consists of articles and thesis in internal and external database in the field of work- life balance from 2013 to 2018, that 25 cases were entered through meta-analysis process with a non- random purposive sampling method. Selected studies were analyzed using CMA2 software (Comprehensive Meta-Analysis Software). Findings showed that among the antecedents of work-life balance, respectively, personal skills (0.564), high workload (-0.444), job control (0.416), family support (0.345), job flexibility (0.335), supervisor support (0.333), work-family conflict (-0.325), and work-family enrichment (0.323) had the greatest effect. Also among the consequences of work-life balance were organizational commitment (0.590), employee mental security (0.504), life satisfaction (0.471), employee wellbeing (0.465), employee health (0.406) had the greatest effect.

Todaychr(chr('39')39chr('39'))s organizations operate in a dynamic environment that can not only create significant opportunities for organizational growth, but also bring significant challenges to the organization. Therefore, to overcome these environmental conditions, organizations need to expand their resilience capacity in their organizational systems.

The purpose of this study was to investigate the relationship between strategic human resource management and organizational resilience is examined according to the mediating role of social capital.

The present study is an applied research in terms of purpose and a descriptive survey in terms of data collection method. Research strategy in the category of quantitative research as well as in terms of method, has a research-descriptive nature. The statistical population of the present study was nurses in Tehran’s hospitals, which according to the Klein formula, at least 280 people were considered and selected by the simple random sampling method. After distributing the questionnaires, the required information was collected and analyzed using SMART PLS software.

The research findings indicate a significant relationship between the research variables that led to the confirmation of the hypotheses; thus, the functions of strategic human resource management are directly and significantly related to organizational resilience and social capital. Social capital also has a significant relationship with organizational resilience. The mediation of social capital in the relationship between strategic human resource management and organizational resilience was also confirmed.

Managers can increase the resilience of nurses and hospitals by providing the conditions that nurses share information, ideas and other resources with each other to perform tasks, as well as considering nurseschr(chr('39')39chr('39')) opinions and ideas in decisions

This study aims to propose a model of quality outcomes of work life with a meta-analysis approach and interpretive structural modeling (ISM).

This is an applied descriptive-quantitative study, in which the quality outcomes of work life were first identified and extracted from 41 papers, published in scientific research papers from 2011 to fall 2019, with a meta-analysis approach. In the next step, the ISM technique was employed to rank these outcomes based on the opinions of 12 faculty members of the Shahid Sattari University of Aeronautical Engineering by determining the model of their relationships.

According to the meta-analysis results, the greatest effect sizes came from organizational performance (0.745), human resources productivity (0.707), occupational attachment (0.683), psychological empowerment (0.614), organizational entrepreneurship (0.608), and employee self-efficacy (0.586), respectively, out of the quality outcomes of work life.

Based on the ISM results, the quality outcomes of work life were ranked at four levels. In fact, psychological empowerment had the greatest effectiveness, whereas organizational performance was affected the most.

In recent years, with the rise of a knowledge-based economy, innovation has played a vital role in the evolution of economic and social structures, with some articles referring to today's advanced economics as innovation-based economics. The purpose of this study was to identify the Antecedents of Organizational Innovation using a meta- analysis approach.

The present study is descriptive in terms of purpose, practical in terms of usage and quantitative in terms of type of data. The study population consists of articles published in scientific journals in the field of Organizational Innovation from 2011 to 2018, that 57 cases were entered through meta-analysis process with a non- random purposive sampling method. Selected studies were analyzed using CMA2 software (Comprehensive Meta-Analysis Software).

Findings showed that among the Antecedents of Organizational Innovation, 9 variables (25%) had an effect size less than 0.3, 18 variables (50%) had an effect size between 0.3 and 0.5, and 9 variables (25%) had an effect size above 0.5.

Findings showed that among the Antecedents of Organizational Innovation, respectively, organizational communication (0.800), strategic thinking (0.782), intellectual capital (0.677), organizational trust (0.676), human resources planning system (5858), social capital (0.557), market orientation (0.555), talent management (0.513) and knowledge management (0.508) had high effect size (above 0.5).

Sanctions have been imposed on the country with the aim of limiting Iran's oil revenues and, consequently, directly affecting economic growth. Due to the importance of the impact of sanctions on Iran's economic growth, predicting the effects of this important on the country's GDP, which is considered a fundamental factor in economic growth, is very important and has formed the main goal of the present study. In order to achieve the main goal of the research, a model has been developed to predict the impact of sanctions on the country's GDP with using system dynamics approach. In this regard, it should be noted that in the presented model is considered the relationship between data related to exports and imports, the supply of crude oil and its derivatives, as well as the country's GDP. It should be noted that selected period in the present study included a time period of 30 years, which began in 1996 and will continue until 2027. Modeling has been carried out with using the Vensim DSS software, and the results of the study suggest that if the government can in any way in the time period (2020-2027) reduce the intensity of sanctions about 20% or increase oil supply about 30%, respectively, GDP will grow about 8.71% and 18.46%.