حمیدرضا یزدانی

The present research is conducted to provide a model to clarify critical thinking among students at Farabi Complex, University of Tehran by utilizing grounded theory. In the meantime, it was investigated how critical thinking is formed among students. The research methodology is a qualitative one based on grounded theory. Semi-structured interviews are used to gather the information while the introduced method by Straus and Corbin was utilized to analyze the information. To this end and in the first step, 25 deep interviews were conducted with students at Farabi Complex, University of Tehran. The findings from these interviews were a set of initial implications collected during the open coding process and relevant compartments were extracted. In the critical coding step, the links among these compartments were determined under such titles as causal conditions, phenomenon orientation, strategies, grounding factors, intervening conditions, and the outcomes of students’ critical thinking in the format of a critical coding paradigm. Then in the selective coding step, the trajectory of the story was drawn. In the present study, the main research compartment is raised as mental dynamism. Also, affecting casual conditions on critical thinking are divided into two general categories: individual and non-individual factors. Identified intervening factors are divided into two groups: the ambiance of accepting critics in scientific centers and the ambiance of accepting critics in society. Identified grounding factors include university rank, educational place managerial climate, and family culture. Ultimately, identified outcomes in this research include outcomes for individuals and outcomes for others.

Organizational success, particularly in a volatile future, depends significantly on proactive attention to developing successors for key positions. Succession development is a strategic, documented process for identifying, preparing, and appointing individuals to fill critical managerial and specialist roles essential for organizational continuity. The absence of a quality talent pipeline leads to weakened performance, operational delays, diminished service quality, the promotion of underqualified personnel, and increased organizational risk. This study, therefore, seeks to develop a comprehensive conceptual model for succession development within organizations.

This research is applied in purpose, descriptive in data collection, and qualitative in approach. It employs the meta-synthesis method to analyze existing literature. Data were gathered through a systematic review of scholarly documents, searching reputable domestic and international databases from 2010 to 2025. Using the Critical Appraisal Skills Programme (CASP) criteria, 81 studies were selected from an initial pool of 1,900 for final analysis. The selected materials were then analyzed using qualitative content analysis.

 The analysis produced a conceptual model comprising three core categories: Drivers, Substitution Process, and Consequences.Drivers are the enabling factors influencing the succession plan and are categorized into: (1) Individual Factors (enthusiasm, capability, career orientation); (2) Organizational Factors (succession culture, structure, training, senior management support,financing); and (3) Supra-Organizational Factors (labor market conditions, technological landscape, socio-cultural context, economic climate).The Substitution Process consists of three sequential phases: successor identification and selection, successor development, and successor evaluation.Consequences of effective succession planning are threefold: (1) Individual Outcomes (enhanced motivation, commitment, organizational affiliation, and skill development); (2) Organizational Outcomes (leadership continuity, reduced turnover risk, optimal HR planning, strengthened organizational memory and learning, sustainability, adaptability, and improved employer brand); and (3) Environmental Outcomes (improved quality of life and increased labor market dynamism).

This study concludes that succession management programs must be custom-designed in alignment with an organization's specific needs and resources. The proposed model presents a holistic view, demonstrating that succession management is a complex, long-term process influenced by a multidimensional set of drivers at the individual, organizational, and environmental levels. Attending to these drivers during the design and implementation of succession systems is crucial for achieving positive outcomes. Ultimately, a systematic succession process enables organizations to identify and cultivate the capable leaders and key personnel required to navigate a changing future successfully.

Digital transformation in higher education is an unavoidable necessity, yet the role of governments and public policies has been insufficiently addressed. Applying existing policy models in isolation proves inadequate for responding to the distinct challenges of digital transformation. This study seeks to integrate and adapt public policy models to the higher education context. Employing a meta-synthesis and meta-ethnographic approach, based on Noblit and Hare’s seven-step framework, 20 models were synthesized through three stages: reciprocal translation, refutational synthesis, and line-of-argument translation. The outcome is a six-stage meta-model comprising: (1) defining the context and stakeholders, (2) refining the problem and objectives, (3) analyzing evidence and data frameworks, (4) developing options and scenarios, (5) selecting options with stakeholder engagement, and (6) implementation with monitoring. By drawing on diverse international experiences, the study proposes a coherent and flexible meta-framework that addresses a critical gap in policy literature and supports both adaptive policymaking and the use of qualitative data for validation.

The goal of the present research is to examine the role of the Third-Generation University in nurturing competent graduates from the perspective of Human Resource Architecture. By analyzing this role, strategies can be presented for the design and implementation of a smart human resource system in which talents flourish and entrepreneurial competencies are nurtured. Therefore, the present research will address the role of the third-generation university in nurturing competent graduates from the perspective of human resource architecture.

The present research has adopted an inductive-qualitative approach and utilized the Systematic Review method, employing the Oakley and Schabram (2010) framework, to deeply examine the role of Human Resource Architecture in Third-Generation Universities toward nurturing competent graduates.The steps of the present research include: determining the goal and research questions; preparing the search protocol using the PRIZMA standard; conducting a comprehensive search in the Scopus database with specified keywords; screening articles based on title, abstract, and journal quartiles Q1 and Q2; assessing the quality of articles using the CASP checklist; extracting data through thematic analysis with an inductive approach; and finally, synthesizing and presenting the findings in the form of main and sub-conceptual codes. It should be noted that to ensure the concepts of graduates' competency, human resource architecture, and third-generation university were present in the articles under review, the title, abstract, and keywords were initially checked in the documents, and an effort was made to prioritize articles most relevant to the research components in the search strategy. Furthermore, due to the limited resources, no time restriction was considered for the search period. Ultimately, the initial sample of articles extracted in the primary search, without screening, was 567 articles. After screening, a final set of 29 articles was obtained.

The results indicate that this architecture is based on three fundamental pillars (Input, Process, and Output): Competent Executors (faculty and administrators), Synergistic Functions, and Competent Graduates who possess entrepreneurial capacity. First, competent executors, particularly faculty members and administrators, serve as the driving force (Input) of this transformation. Faculty members are no longer merely knowledge transmitters but are mentors, innovators, and entrepreneurs who foster creativity and problem-solving skills in students through innovation in teaching methods and the development of students' psychological capital. This approach necessitates a shift in the mindset of faculty members and their alignment with entrepreneurial visions. Alongside them, university administrators, by adopting a strategic architecture, transform Human Resources into a tool for creating sustainable competitive advantage. The findings emphasize that management must be based on individual competencies and psychological traits so that the workforce ultimately becomes a strategic factor in macro decision-making. Second, synergistic functions, including education, research, and technology (Process), must move away from traditional approaches. Education must shift toward developing employability and entrepreneurial skills, eliminating the gap between education and labor market needs through curriculum redesign. Emphasizing the practical aspect of education and utilizing modern teaching methods, such as active learning, is the key to success in this area. Furthermore, research must move beyond the theoretical state and directly address societal problems by focusing on converting ideas into practical solutions. Finally, technology acts as an enabling platform, not only facilitating the digital transformation of education but also revolutionizing university management by providing data to support strategic decisions. These two processes, in conjunction with each other and within the existing contextual framework, lead to the creation and development of competent graduates—graduates who possess the ability, knowledge, and skills to enter the business world and entrepreneurship, create value, and leave a lasting impact. Thus, based on the research findings, it can be concluded that the third-generation university, with an approach based on Human Resource Architecture across the three stages of Input, Process, and Output, will be able to nurture a generation of graduates who, in addition to educational, research, and technological competencies, are also equipped with entrepreneurial competencies and utilize them practically.

Results and Conceptual Model: 

The research findings indicate that Human Resource Architecture is a comprehensive and dynamic concept that extends beyond traditional staff management processes. This integrated architecture, aimed at aligning all components including university administrators, functions, and graduates, enables universities to transform into flexible, innovative, and influential organizations in today's complex environments. Success in this path requires a profound transformation in management and educational attitudes and approaches.

One of the fundamental challenges of policymaking in the field of National Human Resource Development (NHRD) in Iran is the absence of a coherent approach to fairness, a concern also reflected in the Sixth National Development Plan. The aim of this study was to assess the extent to which the three dimensions of fairness—procedural, contextual, and consequential—were incorporated, and to evaluate the quality of policy arguments in seven key domains of the Plan.

This qualitative study examined legal provisions related to human resource development in the Sixth Plan. The sample was selected purposefully, and data were extracted through textual coding. Analysis was carried out in three stages: systematic meta-study, concept analysis, and argumentation analysis based on Walton’s framework. To ensure validity, triangulation and peer debriefing were employed.

The analysis revealed that policy arguments across the seven domains suffered from diverse shortcomings, including oversimplification of causal relations, excessive reliance on desirable outcomes, limited use of empirical evidence, reliance on descriptive approaches without executable mechanisms, and neglect of institutional requirements and participatory obligations. Overall, attention to the three dimensions of fairness was unbalanced, with the contextual dimension receiving the least consideration.

The findings highlight that the attention paid to fairness in the legal provisions of the Sixth Plan has been uneven, which has weakened the coherence of policy arguments. This underscores that the existing capacities for achieving fair NHRD require strengthening and gradual reconsideration at the macro-policy level to ensure more effective utilization of the available legal potential.

This study aimed to develop a comprehensive and systematic framework for content marketing in B2B environments. The study employed a meta-synthesis approach based on the seven-step Sandelowski and Barroso (2007) model, inspired by the CIPP framework (Stufflebeam, 2003). The research population included 37 selected studies comprising high-quality articles, books, and theses published between 2000 and 2025. Quality control was conducted through the ConQual tool and expert evaluations in B2B content marketing, and a Cohen’s kappa of 0.87 confirmed high reliability of the findings. The final framework consists of three main dimensions: prerequisites (market understanding, strategic frameworks, organizational resources and infrastructure), processes (content creation, strategic distribution and organization, customer engagement, continuous optimization, content customization), and outcomes (strengthening long-term customer relationships, business and social impacts, brand development, learning, and customer value creation). Systematic implementation of this framework can enhance customer engagement, communication effectiveness, and strategic positioning. The study demonstrates that successful B2B content marketing requires integrated attention to prerequisites, processes, and outcomes. The proposed framework provides a scientific and practical tool for B2B managers and a foundation for future research.

The rapid growth of Chinese automotive brands in the Iranian market has shifted the competitive landscape from a traditional product-based approach toward experience-driven competition. As the number of importers increases and product similarity among brands rises, merely offering a product can no longer serve as a sustainable source of competitive advantage. Commercial evidence suggests that the most important intangible asset in this market is the quality of the experience that customers receive throughout the entire brand contact cycle. However, many industry players allocate resources without a precise understanding of the constituent dimensions of customer experience and without awareness of customers' real priorities. This issue often leads to a significant gap between the importance of each dimension from the customer's perspective and the performance delivered by the brand. Such a gap not only reduces the effectiveness of marketing investments but also disrupts the desired experience. Accordingly, the aim of this study is to identify a customer experience management framework specifically for importers of Chinese cars in Iran, followed by a quantitative assessment of the gap between importance and performance for each dimension.

The present study adopts a pragmatist philosophy and an inductive-deductive approach within a mixed-method (qualitative-quantitative), cross-sectional case study design. In the qualitative phase, the customer experience management framework was developed using a meta-synthesis of existing models and semi-structured interviews with experts. In the quantitative phase, this framework was evaluated using data from 389 employees of companies importing Chinese cars (convenience sampling).

The overall status of customer experience management in the organization is neither critical nor fully satisfactory; rather, it falls within a moderate‑to‑weak range. Several indicators are positioned in the “Maintain and Strengthen” quadrant, reflecting areas of strength and proper alignment between importance and performance. However, a large number of indicators in the “Need Improvement” and “Wasted Resources” quadrants indicate that the organization still faces significant challenges in resource allocation and performance enhancement in key areas.

Overall, importers of Chinese cars need to reallocate their infrastructural investments toward service personalization and establishing emotional connections with customers. Although customer satisfaction and touchpoint management are in a favorable state, these strengths alone do not create a sustainable competitive advantage. On the other hand, neglecting the psychological, cultural, and social variables of the Iranian customer will, in the long term, lead to a deep gap between actual expectations and organizational performance. Therefore, revising priorities and shifting from an infrastructure-oriented approach to deep customer centricity is an unavoidable necessity.Innovation and Originality: The main innovation of the present study lies in the combination of qualitative and quantitative approaches, identifying customer-centric gaps, using managerial tools to translate results into action, distinguishing multi-layered consequences, and focusing on the automotive market. These features make the current study both more comprehensive and more practical compared to previous research.

The diversity of employment relationships and complexities of compensation systems in Iranian medical universities with multiple educational, research, and therapeutic missions have made the design of a native and scientific framework for organizing payment policies a necessity.

This study was conducted with the main objective of presenting a framework for faculty members' compensation policies in various types of employment and employment relationships at Shahid Beheshti University of Medical Sciences.

 research was designed and implemented using a sequential exploratory mixed-methods approach. The statistical population included university faculty members with various employment relationships. Data were collected and analyzed using semi-structured interviews, thematic analysis, and fuzzy Delphi technique with the participation of 13 experts.

The results showed that among the 24 identified key indicators, in the formal faculty cluster , compensation is mainly formed based on skills and specialized knowledge. While in contractual clusters , rewards based on research projects and scientific articles constitute a major part package.

 designing and implementing a flexible, transparent compensation system tailored to the characteristics of each occupational cluster can lead to the realization of payment justice, increased job satisfaction, and improved retention of specialized and capable human resources in medical universities.

In the evolving landscape of human resource management, competency models serve as a crucial tool for aligning human resource development with an organization's strategic goals, particularly in managerial roles. Although management competency models have been developed since 1990, conventional approaches to designing competency models and assessments based on these models have faced challenges in terms of what constitutes competency, the relationship between competencies and superior performance, and the method of model development, which is often based on expert judgment and qualitative assessments, and therefore are subjective experiences and judgments. To address these challenges, this study proposes a data mining-based framework for developing competency models for managers.This framework has been developed through deductive qualitative content analysis of 25 studies identified through a systematic literature review, based on the standard process for data mining, CRISP-DM. 25 studies that employed data mining techniques at various stages of competency model design for managers used to identify and integrate common patterns. As a result of qualitative content analysis, 16 categories were obtained, of which 12 categories, including competency clustering, clustering individuals based on performance, interpretation of performance clusters and identification of superior performance cluster, classification algorithms for establishing a relationship between competency and performance, interpretation of the model, and specifying the rules related to competencies, are presented in the form of a framework for designing competency model, and 4 categories also help to complete the framework and use it. Accordingly, this framework enables the design of more objective and data-driven models.

Entrepreneurship is widely recognized as a fundamental driver of economic growth and development. To thrive in complex and dynamic environments, entrepreneurs require a comprehensive set of competencies. While previous studies have explored various cognitive, personal, social, communicative, managerial, and leadership abilities, a systematic and holistic framework for classifying these entrepreneurial competencies remains underdeveloped. This study aims to fill this gap by proposing a comprehensive framework for identifying and categorizing entrepreneurial competencies.

This research adopts a qualitative approach, utilizing the meta-synthesis method. An initial pool of 180 articles was sourced from reputable academic databases, including Web of Science, ScienceDirect, Scopus, and Google Scholar. Following a rigorous screening process, 67 relevant articles published between 2018 and 2024 were selected for analysis based on their direct relevance to the research topic. Data reliability was confirmed using Cohen’s Kappa coefficient, which yielded a value of 0.76, indicating strong inter-coder agreement. Furthermore, the findings were reviewed and validated by a panel of entrepreneurship experts.

The analysis yielded a framework comprising six main dimensions and 21 components: cognitive competencies (problem-solving, decision-making, creative thinking, critical thinking); personal competencies (self-awareness, self-confidence, self-motivation, self-control); social competencies (collaboration, teamwork, facilitation); communicative competencies (networking, effective communication, conflict management); managerial competencies (planning, organizing, controlling, evaluating); and leadership competencies (inspiration, trust-building, strategic thinking, transformational leadership).

Conclusion/ Implications:

 This study presents an innovative and integrated framework for entrepreneurial competencies. In contrast to earlier research that often examined these competencies in a fragmented manner, this model offers a systematic and cohesive classification of all key dimensions. The framework has significant practical applications for designing educational programs, informing policy-making, and guiding competency development, particularly for novice entrepreneurs, educational institutions, and policymakers. By leveraging this model, entrepreneurs can identify and enhance essential skills, organizations can develop targeted training curricula, and policymakers can formulate effective support mechanisms. Ultimately, the adoption of this framework can contribute to improved entrepreneurial performance, greater business sustainability, and increased innovation within entrepreneurial ecosystems.

The digital environment has profoundly reshaped teaching and learning mechanisms, redefined the relationship between universities and society, and transformed fundamental concepts such as classrooms, teachers, and education itself. These transformative changes have created an urgent need to critically reconsider and comprehensively redesign higher education policy. The purpose of this study is to critically examine, analyze, and rethink the underlying assumptions informing public policymaking for the digital transformation of higher education.

Adopting a qualitative approach, the research systematically analyzed more than 50 policy documents, scholarly articles, and official reports, combined with targeted searches in international databases such as Scopus, Web of Science, and Google Scholar. Special attention was given to the policy experiences of leading countries in the field of higher education digitalization. The data were examined and interpreted using thematic analysis, ensuring an in-depth understanding of recurring patterns and emerging themes.

The findings were organized into five major dimensions: (1) reassessing policy assumptions by moving beyond static and hierarchical views while emphasizing innovation, cultural diversity, multidimensionality, and international dynamism; (2) analyzing the digital context with a focus on volatility, flexibility, speed of change, agility, and future-oriented perspectives; (3) strengthening stakeholder engagement through continuous interaction, justice, transparency, and accountability; (4) designing flexible policies characterized by integration, alignment, standardization, and monitoring; and (5) establishing continuous feedback loops to enable lifelong learning, self-correction, and systematic evaluation of policy impacts.

The study concludes that redefining and rethinking traditional policy assumptions in higher education is essential to align with the rapid pace of technological change and to develop strategies that are adaptive, resilient, contextually relevant, and capable of addressing emerging challenges in the digital era.

This study aims to predict deviant behaviors among employees and managers to enhance the effective management of human capital. The significance of this research lies in the fact that predicting and preventing deviant behaviors can reduce costly organizational mistakes and improve recruitment, selection, and employee retention processes. The study employs a qualitative and descriptive research design, using the process tracing method for data collection and analysis. Data were obtained from 48 documented cases of behavioral and psychological disorder treatments conducted by therapists using cognitive-behavioral techniques. Through causal mechanism analysis between thoughts and behaviors, the study seeks to develop a theoretical model for predicting deviant behaviors in organizational settings.The findings reveal that several cognitive-behavioral therapy (CBT) techniques—including testing cognitive distortions, analyzing the pros and cons of worries, converting worries into predictions, evaluating evidence, and distinguishing thoughts from reality—possess strong potential for predicting deviant behaviors of employees and managers. Based on these findings, a practical model is proposed for organizations to identify, predict, and manage such behaviors effectively. The results indicate that integrating cognitive science techniques into human resource management can prevent behavioral deviations and enhance organizational productivity, fostering greater collaboration between clinical psychology and organizational behavior management.

This research investigates the motivation of banks and fintech startups to engage in strategic cooperation, with a specific focus on the Iranian context. The aim is to address existing research gaps by examining the factors that influence their decision-making process and shedding light on the intricacies of cooperation. The study adopts the Grounded Theory method, based on interviews conducted with experts from the banking system and fintech startup managers. Subsequently, a questionnaire was distributed to collect data from banking, financial, and fintech experts, which was analyzed using a structural equation model. The findings reveal four key categories of factors that drive the motivation for banks and fintech startups to enter into strategic cooperation: the need for market development, financial aspects, innovative incentives, and the new business ecosystem. The results of the structural equation model indicate that all four categories significantly impact the motivation to pursue strategic collaborations. Based on the research findings, practical suggestions are provided for industry practitioners, policymakers, and researchers. These recommendations include creating a supportive regulatory environment conducive to collaboration, developing effective strategies for forming strategic partnerships, fostering an innovation-driven culture, enhancing financial benefits for all parties involved, and nurturing a collaborative ecosystem. This research significantly contributes to the existing body of knowledge by offering a comprehensive understanding of the motivations, challenges, and benefits associated with strategic cooperation between banks and fintech startups. The insights gained from this study will prove valuable for stakeholders navigating the dynamic landscape of Iran's financial sector and beyond.

Financial technology (FinTech) has emerged as a pioneering industry in digital transformation by leveraging artificial intelligence to create substantial competitive advantages, including enhanced intelligence capabilities, big data utilization, and improved operational performance. However, the expanding application of AI in this sector has simultaneously introduced numerous financial, legal, ethical, and social challenges for businesses, consumers, and regulatory institutions, highlighting the critical need for systematic policymaking in this domain. This research aims to develop a process-oriented policy model for AI implementation within the FinTech industry. The study adopts a meta-model framework for AI development in FinTech and employs a case study methodology focusing on Iran's FinTech sector. The research methodology involved examining 24 distinct cases, comprising 6 relevant documentary sources and 18 in-depth interviews. To ensure methodological rigor, the interview process followed the SPICKARD protocol and consisted of semi-structured, intensive discussions with both AI policy experts and FinTech industry practitioners, continuing until theoretical saturation was achieved. Snowball sampling was utilized for participant selection, while data analysis was conducted through thematic analysis methods. Textual interpretation followed Rabiee and Gillham's eight-stage approach, with thematic analysis performed using Attride-Stirling's thematic network framework. The study ultimately proposes a comprehensive AI development policy model for the FinTech industry, structured around five core phases: investigation and identification, proposal and analysis, policy adoption, policy implementation, and evaluation and revision, encompassing a total of 22 specific stages. Furthermore, the research elucidates strategic and operational considerations derived from thematic analysis for each phase, providing valuable insights to enhance the model's implementation quality and effectiveness. The findings offer significant contributions to both academic discourse and practical policymaking in the evolving FinTech landscape.

Traditional methods of marketing, especially outbound marketing, have not been effective for various reasons, including advertising saturation, the high cost of attracting audiences in the current digital age, and have led to the formation of new approaches such as inbound marketing. Inbound marketing has attracted the attention of many companies due to its adaptation to the current digital world. Despite the heavy expenses of businesses in inbound marketing, its implementation has not been very successful. One of the most important reasons for its failure is the lack of a suitable model in this field. In this regard, the current research seeks to present an inbound marketing model with a hybrid approach.

The research is descriptive in terms of practical purpose, in terms of data collection and in terms of qualitative approach. The method of this research is qualitative. Meta-synthesis includes steps: search, evaluation, synthesis, expression and partial interpretation of both quantitative and qualitative research groups. Transcombination can be done with different methods, in this study, the 7-step model of Sandelowski and Barso was used. The data collection tool is past documents, which generally included 38 articles. The method of data analysis is content analysis.

After data analysis, 199 codes, 62 concepts, 12 subcategories and 5 main categories were identified: effective factors, dimensions, tools and consequences of inbound marketing. The findings of the research show that the inbound marketing model includes: internal organizational causal factors (employees' digital ability, management commitment and support, digital communication management, digital-oriented approach, company's digital infrastructure, digital trust building), external organizational factors (the country's digital infrastructure, privacy and security , digital rules and policies, digital literacy of customers); Dimensions of inbound marketing (attraction, interaction, attention); Inbound Marketing Tools (Content Marketing, Social Media Marketing, Viral Marketing, Email Marketing, SEO, Web Analytics, Lead Generation); Inbound Marketing Consequences: Consequences for Customers (Emotional, Cognitive and Behavioral Reactions), Consequences for the Company (Customer Acquisition, branding, increasing revenue and customer loyalty).

The implementation of the inbound marketing approach is affected by factors inside and outside the organization, which are necessary and essential to investigate, determine and control their effectiveness before using inbound marketing. Causal factors are a set of factors from inside and outside companies that the marketing team must be careful about. Inbound marketing can be implemented in companies through digital and internet tools, and it is suggested that companies' marketing teams use all the tools mentioned in the findings section, simultaneously and when necessary, with more emphasis on a specific tool. Content Marketing, Social Media Marketing, Viral Marketing, Email Marketing, SEO, Web Analytics, Lead Generation Identified set of inbound marketing tools, each of which requires background and preparation that the marketing team needs to make optimal use of each of the background tools. It is necessary to create for them. Proper use of tools will lead to achieving positive outcomes for both customers and the organization.

With the increasing complexity of technological environments and the critical importance of effective policymaking to support technology entrepreneurs, identifying and developing their key skills has become one of the primary priorities in fostering innovation, enhancing competitiveness, and creating a suitable platform for the growth and development of technological businesses. Technology entrepreneurs, leveraging their unique skills in identifying innovative opportunities, advancing cutting-edge technologies, and commercializing technological ideas, play a vital role in driving innovation and technological development. This study aims to design a comprehensive framework for the key skills of technology entrepreneurs and analyze their needs for success in technological environments. Employing qualitative content analysis and a systematic review of scientific resources from 2015 to 2024, the identified skills are categorized into three main domains: managerial, business, and technological. Managerial skills include project management, operations management, human capital management, financial management, risk management, strategic management, and innovation management. Business skills encompass opportunity identification, feasibility analysis, business model development, product development, marketing and sales, fundraising, customer relations, networking, and branding. Technological skills include researching technologies, mastering relevant technologies, implementing technologies, and developing technologies. This study also highlights the importance of aligning skills with the changing demands of technological environments. The proposed framework can serve as a foundation for designing targeted training programs, developing assessment tools, and formulating supportive policies. In addition to enhancing the skills of technology entrepreneurs, this framework paves the way for their success in innovative and dynamic environments, facilitating the growth of technological entrepreneurship, technological development, and effective exploitation of business opportunities across various domains.

In today's dynamic business world, information technology companies face numerous challenges that threaten their survival and success. Rapid technological changes, increasing global competition, and sudden changes in customer demand require organizations to constantly review and modify their strategies.

The present study examines how social capital affects the change in strategy of information technology companies, considering the mediating role of perceived environmental dynamics and open innovation.

This descriptive-correlational study collected data from managers and senior employees of information technology businesses in Tehran using a Likert-scale questionnaire. The sample size of the study was 329 people and was available for sampling. Structural equation modeling was used to analyze the data using SPSS and PLS software.

The results of the structural equation model analysis show that the effect of social capital on strategy change, perceived environmental dynamics, and open innovation is positive and significant. The positive and significant effect of perceived environmental dynamics on strategy change was confirmed. The positive and significant effect of open innovation on strategy change was also confirmed.

The strategy change process is an attempt to prepare a second version of what goes on in the brains of very intelligent and elite people, that is, those who have a direct understanding of matters and combine knowledge and information with their scientific analyses and use their social capital to identify changes and ensure the survival of the organization in the arena of competition and conflict.

One of the key strategies businesses use to align their products and services with customer needs and preferences is marketing. In the context of industrial customers—depending on their role in product manufacturing—specific criteria are considered as value determinants. In this regard, benefits such as the lower cost of road transportation compared to other modes, along with increased foreign exchange earnings and contributions to economic growth, underscore the significance of international road transport in the industrial market. Therefore, the objective of this study was to evaluate the value creation criteria for industrial customers in the international road transport sector using the DEMATEL method. The research followed a mixed-method approach: in the qualitative phase, efforts were made to identify value creation criteria, while in the quantitative phase, the extracted criteria were assessed. The sample consisted of 14 participants in the qualitative phase and 12 in the quantitative phase, selected through purposive non-probability sampling based on predefined criteria. Data collection involved semi-structured interviews for the qualitative part and a paired comparison matrix for the quantitative part. The analysis revealed that among the 18 examined variables, infrastructure emerged as the most influential factor, while customer value creation was identified as the most affected criterion.

One of the biggest challenges facing leaders is the need to empower them to adapt in the face of dynamic and turbulent environments. Research results indicate that individuals with a more developed leadership identity have greater potential for growth and success. However, in practice, in organizations, the process of developing leaders is generally focused solely on developing personal skills and competencies, and the development of the leader's identity is often neglected. On the other hand, the critical realism paradigm claims that by Multi-level Analysis of Reality, it reveals the underlying and hidden parts of phenomena and enables a deeper understanding of them. Therefore, the present study aimed to provide a framework for developing leadership identity based on the critical realism approach. The research strategy was meta-synthesis and the data collection tools were documents. The research findings led to the identification of 19 concepts and 4 themes for the development of leadership identity. The analysis of literature showed that "mechanisms and tools for developing leadership identity" in the context of "environment affecting the development of leadership identity" and under the influence of "other conditions" lead to "consequences" that It will develop leadership identity.

This article was done with the aim of Identifying and explaining the mechanism of tacit knowledge sharing among University of Tehran employees in the development of successors. .This research is an applied-developmental research because it seeks to identify and explain the mechanisms of sharing tacit knowledge to employees in the field of successor development at the University of Tehran. The University of Tehran has had many administrative and research experiences, but the use and utilization of these experiences has become an important concern of the university. On the one hand, the university has benefited from experienced and knowledgeable specialists over a period of time, and after a period of time, it has lost them for reasons such as retirement, being project workers, etc., and on the other hand, it has not prepared documentation and lessons learned from previous projects in a systematic manner. Therefore, in order to reduce the negative effects of the university's knowledge workers leaving and also extracting lessons learned from administrative projects, mechanizing the sharing of tacit knowledge seemed necessary. In mechanization, the effort is to document the sharing of tacit knowledge, experiences, and knowledge of individuals in understandable ways and make them available to other university managers and employees. In this case, even without the presence of knowledgeable individuals in the organization, their knowledge can be transferred. Also, realizing the mission of the University of Tehran to advance the overall goals of a leading university at the level of the Islamic Revolution requires identifying, mechanizing, and streamlining the sharing of tacit knowledge to its managers and employees.

This research is a mixed-method, sequential, exploratory study. The research population in the qualitative section is managers, deputy heads of departments, and employees of the University of Tehran. Purposeful sampling and snowball sampling techniques were used, and interviews continued until theoretical saturation, and accordingly, 22 people participated in the interview. This research was conducted using the qualitative data-based research method or grounded theory based on the Strauss and Corbin approach through 3 types of coding, open coding, axial coding and selective coding. The grounded theory method is a method for determining, analyzing and expressing the main categories of the phenomenon under study. This method organizes qualitative data and describes it in detail. For analysis The qualitative part used MAXQDA software. The reliability of the qualitative part was determined using the Holst coefficient (poa = 0.712). In the quantitative part, the statistical population includes managers and employees of the University of Tehran. For the validation of the model in the quantitative part, the sample size was estimated to be 140 people using the Cohen power analysis rule (1992) and G*Power software. A semi-structured interview and a questionnaire extracted from the qualitative part were used to collect data. The paradigmatic model of the research was validated using PLS SMART software.

The research findings showed that the presented paradigmatic model includes causal conditions (organizational knowledge management, organizational justice, organizational policy-making, and organizational structure), a central phenomenon (sharing tacit knowledge with employees), driving factors (organizational culture and values, organizational leadership), inhibiting factors (human resource resistance to knowledge sharing (soft factors) and resistance in processes and technologies to knowledge sharing (hard factors)), strategies (human resource empowerment), and consequences (development of successors and growth and sustainability of the university). The validity of the research paradigmatic model was confirmed using SMART PLS software, and the model has a good fit. In the quantitative part, the statistical population includes managers and employees of the University of Tehran. For the validation of the model in the quantitative part, the sample size was estimated to be 140 people using the Cohen power analysis rule (1992) and G*Power software. A semi-structured interview and a questionnaire extracted from the qualitative part were used to collect data. The paradigmatic model of the research was validated using SMART PLS software.

Paying attention to and applying the model identified in this study can help policymakers, senior and middle managers, and decision makers to routinely conduct continuous knowledge exchange in the internal and external environment of the organization, which increases employee knowledge, optimizes the use of technology, and changes the organizational culture approach, is justice-oriented, and ultimately leads to effectiveness and efficiency.Research limitations/implications: Undoubtedly, every research is faced with limitations and problems along the way, and this research is no exception, some of which are mentioned below. In collecting research data, in addition to using interviews as suggested in the data-driven strategy, attention was also paid to direct observations and studying documents. In this study, it was not possible to study all the organization's documents and observe the behavior of employees for a long period of time. It can be expected that observing the phenomenon of sharing tacit knowledge with employees in the context of research and over a longer period of time will provide deeper insight into this phenomenon. According to experts, the results obtained from the data-driven theory method can only be generalized to theoretical propositions, not analytical generalization and the possibility of generalization to the entire society (statistical generalization) is not available. The subjective nature of the code definitions in data coding in the qualitative data analysis section requires qualified and motivated individuals who, unfortunately, like many internal studies, were faced with a lack of real experts and the opportunity to interact and benefit from their opinions. Some individuals who, in the researcher's view, could have added to the richness of the research materials refused to cooperate in the study, and those who agreed to cooperate did not have the appropriate opportunity for in-depth discussion and analysis as the researcher intended due to their busy schedules. Like most studies based on data-driven theory, the findings of this study were obtained by relying on the views and experiences of a relatively limited number of individuals, and this inadequacy can limit the theoretical generalizability of the research findings.

 Due to the lack of use of the grounded theory method in previous studies, the general components of none of the models of tacit knowledge sharing to employees of the University of Tehran in the field of successor development are compatible with the components of this model, but conceptually, relationships and comparisons can be made between them. Using a mixed approach of grounded theory in the first phase and quantitative methods in the second phase of the research is one of the innovations of this study.

Given the importance of governance in tourism destinations within the context of smart tourism, studying and analyzing the key stakeholders that influence this governance is both essential and critical. This analysis not only helps us identify the best strategies and approaches for implementing smart tourism destination governance but also enables us to improve the efficiency and practical application of this conceptual framework by understanding the roles and functions of these stakeholders. However, insufficient research has been conducted on identifying the key stakeholders involved. Therefore, the primary objective of this research is to identify the influential actors and objectives that impact the governance of smart tourism destinations, as well as to enhance the quantitative and qualitative components of this governance. To achieve this, the latest academic resources, books, and specialized articles on smart tourism were reviewed. A focus group of 12 tourism experts, including tourism officials and cultural heritage authorities from Shemiranat, was formed to address the research questions. In the first stage, key stakeholders were identified through a review of scientific literature, and in the second stage, actors were identified through the expert focus group. Additionally, the influential objectives were determined through questionnaires, and the level of influence and impact on smart tourism destination governance was analyzed using MACTOR software

 In recent years, qualitative research has witnessed remarkable growth and increasing recognition among researchers across various disciplines, particularly within the humanities and social sciences. Alongside this growing interest, significant critiques and concerns have also emerged regarding the procedures, reliability, and credibility of qualitative methods. While validity and reliability have long held central importance in quantitative research, they are equally critical—albeit more challenging—to establish in qualitative inquiry. Given that qualitative research typically provides deeper, more meaningful insights than quantitative approaches, it inherently possesses greater potential to gain the trust of its audience. This makes the evaluation of qualitative research validity all the more essential. The present study aims to design a systematic and process-oriented model for evaluating the validity and reliability of qualitative research—referred to as the ConQual (Confidence in Qualitative Research) method.
ConQual operates through a clear, structured framework beginning with a series of guiding questions used to assess the rigor of a qualitative study. The more precisely and comprehensively a study answers these questions, the higher its validity and reliability are considered to be. To demonstrate the practical implementation of this approach, the ConQual process was applied step-by-step to one form of meta-synthesis—meta-ethnography—thus allowing readers to better understand the operational logic of the ConQual method.

This study is grounded in the interpretivist paradigm, which views social phenomena as contextually situated and meaningful. Within this paradigm, the researcher seeks to understand and interpret meaningful social actions rather than to explain them through causal generalizations.
The logic of this research is inductive, as it aims to infer a framework, pattern, or conceptual model from existing data. It follows a fundamental research orientation, seeking to generate a new evaluative model rather than to apply an existing one. The research is qualitative in nature, focusing on the understanding and interpretation of phenomena and their associated meanings.
It employs a library-based approach, utilizing documented and credible sources—books, articles, and research reports. The purpose of this study is explanatory, aiming to identify and clarify the interrelations among the components of qualitative validation. Accordingly, its main strategy is documentary analysis, meaning that research data are derived from written and archival materials. The researchers prioritized consulting primary and recent sources to accurately delineate and operationalize the ConQual process, which was then demonstrated through its application in meta-ethnographic research.

ConQual provides a systematic framework for examining the factors that enhance or diminish the credibility of qualitative findings. Among the four key criteria commonly used to assess trustworthiness in qualitative research—dependability, transferability, credibility, and confirmability—this study focuses primarily on dependability and credibility.
The evaluation process begins with a pre-ranking stage, classifying qualitative studies into four levels of rigor: strong, moderate, weak, and very weak. Studies demonstrating coherent design and methodological transparency are ranked higher, whereas those presenting only ideas or narratives without methodological grounding are placed in lower categories.
After this preliminary classification, each study is assessed for dependability and credibility. Dependability is determined through a checklist of guiding questions examining the logical coherence between research objectives, processes, and results. Credibility, in the ConQual method, is evaluated by identifying the proportion of qualitative findings that fall within three interpretive levels: explicit, ambiguous, and unsupported.
This process allows for an objective, stepwise appraisal of qualitative research trustworthiness, thereby introducing a replicable method for evaluating qualitative evidence.

The findings of this study underscore several key insights. First, there is a fundamental distinction between quantitative and qualitative research paradigms. Quantitative studies can often be evaluated using standardized techniques and computational methods with minimal researcher involvement. In contrast, qualitative research inherently relies on the deep engagement of the researcher with the phenomenon under study—its strength derives precisely from this involvement.
Thus, qualitative inquiry should not be assessed merely through observable structures, metrics, or positivist criteria. The study highlights that the selection of appropriate validation tools in qualitative research—based on the nature of the data and research questions—can significantly enhance both the rigor and comprehensibility of findings, facilitating more effective implementation in practice.
In quantitative research, validity and reliability are well-defined strengths; however, in qualitative research, they have often been perceived as areas of ambiguity and weakness. The present study seeks to address this gap by introducing a clear and structured validation process—ConQual—which offers a coherent approach for assessing and enhancing the credibility of qualitative studies.
By systematizing the evaluation of qualitative findings, the ConQual method contributes to strengthening methodological transparency, fostering trust in qualitative research outcomes, and promoting a more balanced integration of qualitative approaches within the broader scientific community.

In transformation projects, many uncertainties are created for the employees of the organization regarding the future and how to face it. The implementation of transformation depends on managing these uncertainties with sensemaking activities and accompanying employees. Based on this, the purpose of this research is to provide a multifaceted model of sensemaking with linguistic and non-linguistic activities of managers for the employees of the organization during the transformation. For this purpose, a qualitative research has been conducted with the case study method based on the interpretative approach of Gioia on the sensemaking experience of the manager for the employees of a bank implementing digital transformation in Iran. Data have been gathered from numerous organizational documents, observation, semi-structured interviews with 10 managers and 15 employees who were selected as a purposeful sampling using the snowball technique.After writing the interviews, based on Gioia 's three-step method, the main concepts or aggregated dimensions have been identified. The structure data model extracted from the data shows that the leader of the organization, after creating new meanings during transformation, uses organizational artifacts as well as symbolization of the possibility of realizing transformation, as non-linguistic tools, along with linguistic tools, including discourse sensitivity and frequent repetition, as the main source. It has been used to give meaning to the employees, and finally, these actions have led to the resonance of new meanings among the employees, in other words, to associate the employees with the implementation of the digital transformation project.

This study aims to identify the dimensions and components of the economic annex in university management and propose a structured framework for improving the economic efficiency of university programs and operations.

This research is applied in terms of purpose and qualitative in nature, conducted through the meta-synthesis method. The statistical population includes all domestic and international scientific sources and databases related to economic management and economic annex in university administration, within the time frame of 2015 to 2025 (1394–1404 in the Iranian calendar). After systematic review and screening, 305 articles were initially extracted using the CASP tool, of which 82 were purposefully selected. Their validity was confirmed through Cohen’s Kappa coefficient test.

Through qualitative content analysis, this study identified 79 key concepts, 22 intermediate components, and 8 main dimensions of the economic annex in university management. The main dimensions include: optimal financial resource management; financial provision, development, and sustainability; human capital development; social responsibility of universities; attention to emerging economic approaches; strengthening university–industry interactions; alignment with macro-university policies; and international engagement. These dimensions were ultimately conceptualized within an integrated model.

The findings suggest that incorporating educational economic considerations into university management is a rational and strategic necessity. The economic annex can enhance economic performance through evidence-based evaluations of university programs, leading to improved resource management, greater financial independence and sustainability, increased efficiency in resource allocation, and the development of an economically responsible academic culture.

Nowadays, due to the changes in marketing literature and the shift from product orientation to customer orientation, the key to the success of manufacturing and service organizations depends on their customers. Based on this, paying attention to consumer buying behavior is one of the factors that can help organizations understand the motivations and reasons behind consumer behavior during purchases. However, organizations must identify the predictors of consumer buying behavior and study the importance of each of them. Therefore, the aim of this article was to ranking and determining importance of the predictors of consumer buying behavior in beverage industry. In terms of methodology, it can be said that this research was both qualitative and quantitative. The statistical sample in the qualitative section consisted of 15 experts, and semi-structured interviews were used in the qualitative phase. In contrast, in the quantitative phase, the statistical sample included 10 managers and active participants in the beverage industry, and a analytical hierarchy process and DEMATEL questionnaire was used according to the research objective.The results of data analysis show that external macro factors, brand-oriented commercial factors, financial factors, customer-oriented commercial factors, internal micro factors, individual social unstable factors, and biological factors were ranked first to seventh respectively. Also, the results of the research indicated that external macro factors and individual social unstable factors are, respectively, the most influential and the most affected factors among the identified predictors. According to the results of the research, it can be said that the identification of the the most influential and the most affected predictors can help the organizations of the beverage industry in order to align policies and organizational actions to attract the maximum opinion of consumers.