دکتر سعید جعفری نیا

 The primary factor contributing to administrative corruption in the country is the lack of transparency and accountability of the government and its subsidiaries toward the public. The lack of attention to the transparency of Iranian public organizations over the years has resulted in irreparable damage to the country. In recent years, substantial financial and administrative corruption cases have emerged in governmental agencies nearly every few months. Thus, this research addresses a fundamental issue within the country, as a majority of the public has personally experienced these challenges and irregularities when interacting with public organizations. This study aims to present a model for enhancing administrative transparency in alignment with e-government development programs.

Design/ methodology/ approach: 

Since few studies have been conducted on the transparency of the administrative system in relation to e-government development programs, the nature of this research is exploratory, and the approach is qualitative. Specifically, it utilizes a case study strategy focused on the Social Security Organization. The research population includes elites and academic experts within the Social Security Organization. No sample size calculation was required because the qualitative sample was purposefully selected. The researcher used a snowball sampling technique to reach theoretical saturation, achieving it after conducting semi-structured interviews with 12 experts. The study employed thematic analysis to propose and validate a model titled “Model for Enhancing Administrative Transparency in Interaction with E-Government Development Programs.” Participant validation was used to ensure construct validity. Internal validity was established by comparing the experience-based model generated from coding, categorization, and qualitative data analysis with the anticipated model derived from theoretical subjects. To ensure the reliability of the qualitative part of the research and theoretical saturation, the agreement test based on the correlation matrix of the agreement of opinions between the interviewees and the diagram of two coders have been used. Additionally, the data analysis was performed using the Maxqda qualitative analysis software, version 2020.

 The research findings revealed nine main themes. The sub-themes for the first main theme (Organizational Culture and Atmosphere) include organizational values, organizational trust, motivational practices, and superior organizational atmosphere. Sub-themes for the second main theme (Administrative Structure and Processes) include structural and process integration, decentralization, and administrative process reform. Sub-themes for the third main theme (Managerial Factors) include appropriate leadership style, financial management, human resource management, and IT management. Sub-themes for the fourth main theme (Environmental Factors) include the economic environment, cultural environment, government and legal institutions, and the political environment. Sub-themes for the fifth main theme (Managerial Supervision) include hierarchical supervision, inspector supervision, and digital supervision. Sub-themes for the sixth main theme (Public Supervision) include individual monitoring, media oversight, and supervision by NGOs. Sub-themes for the seventh main theme (Public Accountability) include establishing an accountable structure, stakeholder accountability, and promoting a culture of accountability. Sub-themes for the eighth main theme (Establishment of E-Government) include e-service delivery, e-information dissemination, e-accountability, and e-participation. Sub-themes for the ninth main theme (Growth and Development of the Social Security Organization) include dynamism and flourishing, growth in organizational profitability, human resource growth and development, and improving organizational and staff performance.

Limitations & Consequences:

 Due to time constraints, this article only focuses on the Social Security Organization (selected for accessibility as the research population).

Practical Consequences:

 This research's findings benefit the Social Security Organization, all companies within this sector, and generally to all governmental and private organizations within the country.

Innovation or value:

 of the Article Given the limited studies on administrative transparency in interaction with e-government development programs, this study employs a qualitative research approach, specifically a case study strategy in the Social Security Organization.

In organizations, especially Public organizations, despite the apparent managerial competence of some individuals, a significant number of managers leave the organization's management circle for various reasons in various ways. This research is aimed at analyzing the lived experience of individuals on this issue which are labelled as bench managers. This study is conducted through phenomenological method by semi-structured interviews with 17 individuals who have experienced the same conditions themselves. They were selected by the purposive sampling method to collect data. Data analysis was conducted using the Colaizzi phenomenological method. The results led to the identification of 20 subcomponents and 8 main components including the helpless managers, and the parking lot dwellers, the victims of ill-treatment by superiors, the opportunity hunters, the managers trapped in personal webs, the managers restricted by the laws and regulations, the detainees of the structure and the victims of clichés. This study indicate that bench seating is very common in some organizations. Identification of this phenomenon can help policymakers, managers and researchers to understand the situations and how to deal with them well.

This research was designed and implemented with a practical purpose. Using a qualitative method, 11 experts and operational managers of IKEO were interviewed using targeted sampling and after analyzing the content of the interviews and organizational documents (Guide to the strategic management system of IKEO and its subordinate units and the third five-year strategic formulation directive of this organization) the conceptual model of the research was extracted. In the validation phase, the researcher-made questionnaire consisting of 42 items was studied, distributed and analyzed among 40 field and operational managers and experts of the organization. The results led to the design of the model of strategic evaluation of the performance of employees in non-governmental institutions, especially IKEO. This model has six main factors that include personal growth and development, effective relationships, attention to the interests of stakeholders, creativity, innovation, national concern and finally job productivity. All the dimensions and components of the proposed model for strategic evaluation of employee performance in non-government institutions were approved after the evaluation in the research validation stage. Due to the lack of a suitable model to evaluate the performance of employees in IKEO and the acknowledgement of its managers to the existing deficiency, the designed model with the dimensions, components and indicators mentioned in this research meets the needs of the studied organization.

In the recent years, the emergence and increase of interest in remote working has brought organizational communication into a new field. Therefore, the purpose of this research is to provide a model of organizational communication in the context of remote work. The method of this research is thematic analysis. At first, 90 scientific works were identified in reliable scientific databases, and after reviewing the content related to the research, finally 30 works were directly used to determine the primary codes. To measure the validity of the research, two methods of researcher self-review and transferability were used, and for reliability, two methods of retesting and between two coders were used. Based on the analysis, a complete set of final themes including 32 primary codes, 21 basic themes, and 9 organizing themes was provided. Therefore, the factors affecting organizational communication include internal states, communication skills and social intelligence of the individual along with the level of formality and organizational complexity. In the field of organizational communication methods in the context of remote working, working from home, hybrid work and selective methods were extracted as operational methods, and open communication and interaction were extracted as communication methods. Also, two groups of individual requirements including home communication atmosphere and remote work skills and organizational requirements including human resources, political and technical factors have been proposed. Its consequences include organizational citizenship behavior, employee support behaviors, organizational identity, organizational commitment, and employee job satisfaction. Also, its implementation faces two groups of cultural and infrastructural problems.

 The aim of this research is to examine and test the model for enhancing administrative transparency in interaction with e-government development programs in the Social Security Organization.

 This research is applied in terms of purpose and descriptive-survey in terms of data collection method. Data were collected using a standardized researcher-made questionnaire. The statistical population in the quantitative section includes all employees of the Social Security Organization. The sampling method for the present study, considering the target population, is stratified sampling. Approximately 65,000 individuals are in the population, and based on Cochran's formula, a sample of 385 individuals was selected. Subsequently, the composite reliability and the reliability of each research component were calculated, with the results indicating the reliability of the measurement tool. Additionally, the divergent and convergent validity of the questionnaire suggests the validity of the instrument. For data analysis, structural equation modeling was employed using the Smart PLS4 software.

 The results indicate that e-government has a significant impact on the growth and development of the Social Security Organization. Administrative structure and processes significantly influence managerial oversight, public oversight, and public accountability. Environmental factors also significantly impact managerial oversight, public oversight, and public accountability. Furthermore, managerial factors have a significant effect on managerial oversight, public oversight, and public accountability. Organizational culture and atmosphere significantly affect managerial oversight, public oversight, and public accountability. Finally, managerial oversight, public oversight, and public accountability have a significant impact on e-government.

 The model for enhancing administrative transparency in interaction with e-government development programs in the Social Security Organization can be proposed as a comprehensive and practical package for all managers of executive agencies in general and for the Social Security Organization in particular.

The aim of this research is to identify and rank the roles of human resource managers in the field of health and treatment. The research is an applied study in terms of collecting data and a mixed method in terms of data nature. In the qualitative Section, the Meta-synthesis method was used to identify the role of human resource Managers. One hundred seventy-seven documents were searched from reliable scientific databases, and after screening 87 document were included in the analysis. The Shannon entropy weighting method was used to rank the roles of human resource managers. The questionnaire was used to collect data. The participants in the research were ten human resource managers of health and treatment. Analysis of documents in the qualitative phase led to the identification of 7 roles, including Developmental, Functional, and Change pioneer the qualitative phase led to the identification of 7 roles, including Developmental, Functional, Change Pioneer, Employees Advocate and Service Delivery, Communicational, and Strategic roles. The results of the ranking of human resources showed that empowerment in the role of developer, mastery in the professional affairs of human resources in the role of functional, support of employees in the role of Advocate employee advocate and Service Delivery, designer of human resources programs and policies, Advisor and decision maker in the role of strategic, networking/team-building in the role of communication, innovation in the implementation of affairs in the role of change pioneer and forecaster/opportunist in the role of the researcher were ranked first. Therefore, policymakers and managers of the health and treatment sector are advised to pay attention to the new roles of human resource managers in accordance with environmental changes.

Today, dissent occurs easily in modern organizations, as a result, organizations where there is dissent are healthier. The purpose of this research is to present a model for managing organizational dissent in public universities of East Azerbaijan province. The present research method is qualitative and based on the basic theory of Corbin and Strauss. The data collection tool is a semi-structured interview. The statistical population of the present study included 17 university professors and journalists who were selected by purposeful snowball sampling. Based on the findings of the present research, the central phenomenon in two main constructive dimensions with codes such as: disagreement, questioning policies or organizational practices in a principled way, spirit of helping, correction and rationality of the opinions presented. and...; In the non-constructive dimension with codes like: disagreement, questioning policies or organizational practices in an irrational way, providing negative and biased feedback, etc. Causal conditions affecting organizational dissent are divided into three categories: individual, managerial, and organizational-communicative factors. The identified intervening factors are divided into two general categories: intra-organizational attitudinal pressures, extra-organizational pressures. Identified background factors are: psychological and knowledge conditions, demographic background, religious background, communication/organizational conditions, managers' behavioral and attitudinal patterns, and the prevailing organizational culture and atmosphere. The consequences identified in this research are: individual and group, organizational and extra-organizational consequences.

Background & Managing the challenges of virtual teams has become an important issue in today's global and technological work environment. Virtual teams are groups of people who collaborate remotely, often spanning different locations, time zones, and even cultures. While virtual teams provide many benefits, such as increased flexibility and access to a diverse talent pool, they also come with challenges. They are also unique. Based on this, in the present research, the design of the model of challenges of virtual teams in the organization is discussed with a qualitative approach.
This research has an exploratory nature in terms of its purpose, in terms of type, it is applied, and in terms of methodology, it is a qualitative study with a theme analysis approach. The statistical population of the research included eighteen experts who were selected in a targeted way. Data collection was done using semi-structured interviews. After conducting the interview, semantic expressions were extracted and then using the open coding method, the challenges of the virtual teams were compiled from these semantic expressions.
Based on the analysis of research data, the challenges of virtual teams in 5 areas of communication challenges (human communication problems, communication process problems, communication structural problems and transparency in communication), operational process challenges (feedback problems, time management challenges, management functional challenges, challenges of transparency in the management structure and challenges of team cohesion), challenges of human resources management (motivational challenges, cultural challenges and challenges of awareness and training), security challenges (challenges of security weaknesses and threats to the security of cyber space) and challenges of technology and technical infrastructure (challenges technology and technical infrastructure) were classified.
Based on the final model, virtual teams face various challenges. To overcome these challenges, there is a need for effective strategies in managing technology, strengthening communication skills, and creating an environment based on trust. Using the right digital tools and strengthening cross-cultural collaboration can help improve the performance and cohesion of virtual teams.

Human resources is considered one of the most important aspects of organizations as it has significant impact on performance. With the rapid growth of technologies and societal change, human resources has been influenced and has undergone rapid transformation. This study aimed to explore the entrepreneurial opportunities arising from the technological trends in the human resource ecosystem in Iran in the next 5 years. This exploratory mixed methods study was conducted using a quantitative-qualitative approach. First, 17 technological trends were identified in a literature search from over 40 sources. Then, a survey sought the opinions of 57 experts to priorities the trends. Then, semi-structured interviews with 21 technology and HR experts were conducted using MAXQDA software to extract 243 open codes for opportunities, which after synthesis led to 38 identified technology-based entrepreneurial opportunities, including developments such as interactive VR safety training platforms, AI-supported CV analyses and AI-based compensation systems. The identified opportunities are categorized into six key areas: talent acquisition, rewards, compensation and work experience, employee relations and risk management, HR information management, HR administration and shared services, talent management and development. The findings can assist entrepreneurs, employers, and HR professionals in recognizing and leveraging technology-driven opportunities in human resources.

Today, employee experiences have gained recognition as a new concept and approach in human resource management, and their significance for the success of individuals and organizations cannot be overlooked. Hence, the objective of this study is to identify the dimensions and components of employee experiences. This research employs a descriptive design with a mixed-methods approach, combining qualitative techniques such as meta-synthesis and quantitative methods including fuzzy Delphi and analytic hierarchy process. In the qualitative phase, we conducted a systematic search   in databases to achieve the research objective, employing a seven-step method developed by Sandelowski and Barroso for meta-synthesis. All relevant articles were reviewed, and the thematic analysis method was used to analyze and code each dimension and component of employee experiences with the assistance of MAXQDA software. The Critical Appraisal Skills Programme tool and content validity method were utilized to ensure the validity of the qualitative and meta-synthesis section. Reliability was assessed through the intercoder reliability method and the calculation of the kappa coefficient. In the quantitative section, the fuzzy Delphi technique was employed to refine and validate the indicators. Finally, the analytic hierarchy process was used to prioritize the research findings. The results reveal that employee experiences encompass four dimensions and fourteen components, with the organizational dimension being the most important, having a weight of 0.443. The development of a comprehensive model through the integration of meta-synthesis and fuzzy Delphi represented the innovative aspect of this research, which can serve as a framework for future studies.

Human resource management is one of the main pillars of any organization and plays a significant role in the success of organizations. Unfortunately, it has not been considered with a sustainable development approach. The ability to implement existing models in the field of sustainable human resource management, due to the generality of the concepts do not have any orientation, so that they are not sufficiently desirable for industrial organizations. The main purpose of this research is to design a SHRM model in Solico Kalleh food industries group, which is implemented qualitatively using the grounded theory. The semi-structured interviews are used for information gathering, information analysis was performed by systematic GT method and paradigm model. The research’s statistical population includes academic and practitioners experts in the HR field . Sampling is conducted by using theoretical sampling method with targeted technique and snowball and finally 15 people, as statistical sample, were selected that information analysis has been done based of those. The results of the data extracted from the interviews by the open coding, axial coding and selective coding process that led to the grounded theory and SHRM model in Solico Kalleh . This model encompass effective dimensions and components, obstacles and, causal, contextual and intervening conditions that show the central phenomena, strategies and consequences. Solico Kalleh will achieve significant results in business sustainability by implementing the strategies in this model including: development of employer branding, development of HR skills, fair compensation system, best place to work and talent management process.

Various factors can affect the job performance of employees and the success of the organization. One of the most important factors in the success of an organization is ethics. Therefore, this study was conducted to investigate the effect of job ethics on employee performance in non-public institutions.               

The present study was applied with a descriptive-survey approach. Managers and employees of non-governmental government institutions in Tehran were considered as a statistical population. Random stratified random sampling method was used to select the sample and 375 people were selected as the sample. Research tools: Researcher questionnaire the data obtained from the questionnaires were analyzed using descriptive and inferential methods (structural equations) and SPSS and LISREL software.

The results showed that in the study population, job ethics (and its dimensions, namely individual ethics and organizational ethics) have positive and significant effects on the performance of employees in non-public institutions.

Managers of non-governmental government institutions in order to increase the level of job performance of their employees should pay serious attention to various ethical aspects of employees and to improve the morale of their employees through training workshops, problem solving teams and employee incentive system.

Today, especially in the Corona and Post-Coronavirus era, research on "loneliness in the workplace" has received more attention than ever before. The main goal of this research is to investigate the current state of knowledge related to loneliness in the workplace in scientific publications. To achieve this goal, the trend of researches conducted from 1966 to 2022 was analyzed using bibliometric analysis and through VOSviewer software. A total of 2240 documents were retrieved from the Web of Science database and the findings showed that the highest percentage of studies on loneliness in the workplace were conducted in 2021. United States, China and England have contributed the most in studies and majority of studies are in the field of management and communication sciences. Williams, KD has the most references among the authors and the keywords of alienation, ostracism and in recent studies the keywords of loneliness have appeared in the workplace. The results in this research have opened a new vision to researchers who are interested in this field, helped to better understand this phenomenon, and provided suggestions for future research.

Whistle blowing is an action that informs the society about organizational violations and organizations about personal deviant behaviors. Therefore, the purpose of this research is to identify and rank the consequences of whistleblowing in order to facilitate and promote it in the organization. This research is applied in terms of purpose and quantitative in terms of the nature of the data. The research population included 4920 documents, 52 of which were meta-analyzed using a non-random purposeful sampling method. Selected studies were analyzed using CMA2 software. Reliability of coding was achieved through the agreement of the judges in the application of specific concepts for coding the variables and the reliability of the significance level and effect size was achieved through the agreement in the calculation of the effect size between two meta-analysts. The findings showed that among the consequences of whistleblowing, 10 cases (21%) have an effect size greater than 0.5, 16 cases (33%) have an effect size between 0.3 and 0.5, and 22 cases (46 percent) have an effect size of less than 0.3. Therefore, the variables of organizational justice (0.683), trust in supervisor (0.656), executive guarantee for punishing unethical behavior (0.590) , internal control center (0.581) and organizational leadership (0.557) with high effect size, revealing work history (0.460), offender status (0.450), moral intensity (0.446) and seriousness Violation (0.384) has a medium effect size, fear of retaliation (-0.060), positive affect (0.062), loyalty (-0.130), job satisfaction (0.130) also have the lowest effect size. . Therefore, policy makers and managers should focus on identified factors to promote whistleblowing in the organization.

Today, human resources are known as the only sustainable competitive advantage for organizations, and organizations make significant investments in the field of education due to the intense competition they have with each other. However, the effectiveness of training depends on whether the skills learned by employees are transferred to the real work environment or not. Among the various factors that directly or indirectly affect the transfer of education, the support of the supervisor (direct manager) as a work environment variable has various relationships with the transfer. If employees receive support from their supervisor, they will be more motivated to learn and master the learning content and can create a proper transfer of training.

Design/ methodology/ approach: 

 In this research, 16 semi-structured interviews were conducted with managers of brokerage companies using a targeted sampling method. The method used in this research, among the qualitative methods, was directed content analysis.

The sequential review of interviews and continuous comparison of data led to the identification and classification of three themes of attitude, strategy and behavior, eight sub-themes and 41 symptoms of the guideline. The results indicated that the attitudes, strategies and behaviors used by managers towards their employees are very important in the transfer of training and its implementation in the organization and prevents the wastage of huge financial and non-financial resources.

Limitations & Consequences: 

The sample examined in this research belongs to the brokerage industry, the obtained results should undoubtedly represent the financial intermediation companies in Iran, but cross-population research raises the question of whether it is possible to adopt the same measures in different fields and can the results obtained in other countries and industries be used?

Practical Consequences: 

This research presents a new configuration of support for middle managers (direct supervisors) or the leaders of training transfer to facilitate learning in the workplace. Managers use strategies based on their attitudes towards in-service training and finally based on general strategies, which can be implemented either with the help of senior managers of the organization or at the level of the manager himself (direct supervisor). They are implemented, behaviors are used in 4 instrumental, informational, evaluation and emotional dimensions to improve the transfer environment for their employees.

Innovation or value of the Article: 

The researches carried out in the field of education transfer have raised the issue of manager's support as a part of organizational support, and none of them have addressed in detail the dimensions of managers' attitudes, behaviors and strategies.

The present research aims to develop a conceptual model of the heritage of human resources in the banking industry, as the components representing this heritage have not been clearly identified.

The research follows a fundamental-applied approach based on the purpose and adopts a mixed method for data collection. In the qualitative phase, 20 senior managers from the National Bank of Iran headquarters participated, selected through purposiove sampling and theoretical saturation principles. The quantitative phase involved a sample of 207 employees and managers working in the National Bank of Iran. Data were collected through semi-structured interviews and questionnaires. The validity of the qualitative instrument was ensured through experts' opinions, test-retest reliability, and intra-subject agreement. Face, content, and construct validity techniques were employed to confirm the validity of the quantitative questionnaire. Content analysis was used for data analysis in the qualitative part, while one-sample t-test was used in the quantitative part. The qualitative aspect addressed and identified the components and indicators of the heritage of human resources, while the quantitative aspect assessed and determined the status of these components in the National Bank of Iran.

The heritage of human resources in the banking industry comprises various components, including management and organizational structure, knowledge management, behavioral and attitudinal characteristics of employees, communication patterns, recruitment, employee retention, teamwork and participation, compensation and benefits system, voluntary behaviors, organizational culture, organizational characteristics, performance development, and employee motivation and job satisfaction.

This research demonstrates that the heritage of human resources in organizations encompasses diverse structures that managers can rely on to establish such frameworks within their organizations.

Mentern is a strategy that can help organizations in the field of generational differences. Therefore, for this purpose, the end of this study is to design a model of Mentern in public organizations.

This research was conducted using the Glacerian Grounded theory. Semi-structured interview was used to collect data, and after interviewing 19 experts, theoretical saturation was obtained. The data using actual coding (open and selective coding) and theoretical coding were analyzed.

The findings showed that mentoring as a core category, supportive management system, empowering human resource management, dynamic organizational structure, learning culture, suitable individual characteristics and personality of mentoring, interpersonal skills, supportive culture of society as a context and the formation of a positive attitude towards the organization, development of professional and leadership abilities, improvement of job performance, formation of cooperative climate and improvement of organizational performance were identified as outcomes.

Originality/ Value: 

The present research has been able to provide a comprehensive model for the implementation of the mentern in public organizations by examining the characteristics of different working generations and the concepts of coaching and mentoring.

Recommendations:

 According to the proposed model, managers are advised to distance themselves from hierarchical structures, and to use suitable people and train them to provide opportunities for the implementation of mentern in order to reduce the generation gap in public organizations.

Human capital is one of the most important requirements of transformation strategies in the banking industry and understanding the concept of human capital will be one of the methods of strategic capacity building of human resources. The purpose of this applied research is to design a model of the nature of the model of human capital development in the service industry (banking) with a qualitative approach and systematic review of previous studies. In the first stage, in order to review the design background of the human capital development model, the results and findings of previous researchers have been analyzed in the form of a systematic review method. In this method, according to the research background on human capital development, the prerequisites and postpositions of previous models were completely extracted to design the components of the model. Finally, to confirm the model, managers and experts in the banking industry were interviewed and examined by content analysis.In the qualitative method, which was performed using the content analysis strategy, a semi-structured interview was used to collect data. Interviews with 15 banking experts were conducted purposefully to the point of theoretical saturation. Data analysis in qualitative method was performed in three stages of extracting basic, organizing and inclusive concepts. After analyzing the research data, two dimensions Includes general dimension with individual, interpersonal and communication components and professional dimension with organizational competence, specialized skills and professional ethics components were identified.

Societies, organizations or individuals must not only face fundamental environmental changes and react to these changes, but also study the necessary forecasts to prepare for such events and strive to achieve a favorable future. Insurance  industry also is not excluded from such predictions. The objective of this research is to identify and possible events for the future of auto insurance in Iran, including those that have been for the sale and payment of this field between 5 and 20 years.

Numerous studies have been conducted by theme analysis to identify factors or other objectives; however, there are few studies in the field of future insurance studies, especially auto insurance. Many studies have analyzed the impact of future insurance trends in general, and some have focused on auto insurance in particular. Their methods are mostly trend analysis and some scenario planning. However, these studies have focused on several influential factors and except for one study, none of the studies has focused on the comprehensive identification of factors affecting the future of auto insurance, except one, which it’s scope was global and not in Iran.
This research is descriptive and survey-type, with a practical purpose and a qualitative approach to content analysis. The results of this research have been analyzed in the form of a theme network. In addition, in order to collect data, a semi-structured in-depth interview was used.

In this research, 19 insurance industry experts were interviewed through snowball sampling. In order to analyze the content of the research, two evaluators were coordinated to carry out open coding, categorization and extraction of themes with the help of MaxQDA software. In this research, reliability, transferability, verifiability and reliability have always been under control, and coding reliability was measured through Kappa Cohen, which was equal to 0.954 in the last stage. In total, the identified factors were classified into six categories: technological, political and legal, economic, social, environmental, and business. In this analysis, the initial 142 open source code, which was limited to 107 open source code after the modifications, was assigned to 900 observation units, which were finally summarized in 44 categories and 6 themes. Considering the value of future studies and the lack of implementation of similar studies in the country, the results which are remarkable, new and valuable, can be used for policy making at different levels of the governing systems, insurance companies and sales network.

Based on this research, 44 categories were identified as disease factors, in the form of six themes, which have the ability to change the future of auto insurance in Iran. The findings of this study can be used for policy-making, strategy planning, and investing in infrastructures, human capital studies etc. The results are displayed in the form of a network of themes. Due to these findings, it is important to pay attention to issues related to information technology and the impact of automotive technologies in assessing the risk and damage of auto insurance. In addition, in future research, in order to focus on more important factors, it is possible to prioritize these factors and identify key drivers, and use them in order to visualize and scenario the future of auto insurance in Iran.

Conflicts of interest have been at the heart of many recent economic crimes. The first step in the management of conflict of interest is to provide a clear and exact definition of the term. This study attempts to coalesce various definitions of the term utilizing scoping review methodology.  The data collection tool was a reference to studies conducted based on the conflict of interest in the field of public administration. For data analysis, the qualitative indicators were identified in order to examine the conducted studies. The study identifies four main types of conflict of interest for public sector agents: financial interest of a public sector agent, non-financial interest of a public sector agent, financial interest of relatives, and non-financial interest of relatives. As long as the financial interest of the government agent is the focal point, the analysis of other types of conflict of interest in legislation system, reforms, and structural observation is overlooked. If legislative system and structural reforms limit themselves to the financial interest of the government agent, more than half of the conflict of interest cases of the government agent will be neglected. The management of conflict of interest will be on a right track once a comprehensive definition of the term is presented, a feature which forms the main concern of this paper.

This study aims to fill the gap between the theory and practice of formulating a public policy agenda in the Energy Commission of the Parliament and its purpose is to provide conditions for activating participatory and innovative capacities to improve the public policy of the Parliament. The aim is to create a common understanding of the issues on the agenda and to strengthen the ability of stakeholders to cooperate effectively in participatory policy-making. The present research is applied in terms of purpose, in terms of descriptive nature, in terms of survey implementation method and to review the theoretical foundations of the research and secondary information, the library method and semi-structured interviews have been used. Research Methodology The research foundation and statistical community include members of the Energy Commission of the Parliament, energy policy specialists in the executive ministries, the Syndicate of Contractors, the General Directorate of Energy of the Program and Budget Organization, academic public policy experts who have articles in this field. Are energy industry activists, and the Energy Research Institute, which selected 22 people using targeted judging. Descriptive statistics and inferential statistics were used with SPSS software for the average of interviews and LISREL was used for confirmatory factor analysis.From the results of open coding of qualitative data collected using the interview tool, 31 open codes were identified from 114 concepts. The results of the axial coding included 88 items in 28 categories.

Nowadays, a wave of changes is directed towards organization and gaining the necessary skills to deal with this accelerating element is inevitable. At this point in time, preparing managers to deal with current change is the focus of organizational development discussions. Accordingly, in this study, the proactive model of development bank managers is presented.

The present study is fundamental from the point of view of purpose and is is descriptive-exploratory in terms of research strategy, which has been done with a qualitative approach. Field method was used to collect data and in particular semi-structured interview tools have been used to collect data. Participants were selected by purposeful judgment and the intrviews continued until the theoretical saturation stage was reached. Also, research data were analyzed using the grounded theory approach in three stages: open, axial and selective.

Based on the analysis of research data, 119 open codes were identified, which were combined into 42 subcategories and 15 main categories, which were finally located in 6 main categories consisting of causal conditions, central phenomenon, background condition, intervening conditions, strategies and consequences.

Deepening, reflecting on and respecting the concepts of self-innovation, futurism and changeism while focusing on psychological development and the development of employee job involvement can strengthen and promote proactive behaviors in development banks.

Organizational knowledge is the ability of members of the organization to differentiate in the process of doing their job, especially specific areas, which depends on the presentation of a set of generalities, the application of which to evolved collective understanding; Refers.

The present study aimed to investigate the effect of pluralistic ignorance on organizational knowledge management.

The research method was meta-combined. In this research, first, the literature of related researches was reviewed, then the dimensions and components related to the growth of knowledge management and the relationships between them were identified and approved with the consultation and agreement of all experts.

The findings show that; Increasing knowledge sharing, organizational knowledge, individual knowledge, knowledge transfer in expert associations, development and sharing of best practices, interaction between individuals and teams, increases the level of organizational knowledge management.

The results showed that; The studied categories include human and organizational dimensions that contribute to the development and establishment of knowledge management within the organization and have a positive effect on increasing the level of organizational knowledge management.

Historically, many studies in the areas of behavior and emotion discovery in organizations have borrowed from the concept of fear, but from the perspective of the concept of organizational fear and models for managing it, a wide range of articles will not be found. Therefore, in this study, beyond the descriptions and categories of employee fear to go to a deeper understanding of the nature and types of factors affecting and affecting organizational fear. The purpose of this study was not only to advance theory and research, but also a practical goal, because a clear understanding of the factors and effects of organizational fear will be the first step towards its purposeful management.

In this study, the antecedents and consequences of organizational fear and moving towards the development of its management model were determined from the methods, and from the combined method of O. Sandlowski and Rousseau (2007).Findings and analysis:Finally, this research identified 3 general themes including 8 categories and 14 themes as antecedents and 2 general themes with 5 categories and 14 themes as the consequences of organizational fear using the meta-combined method and reviewing 24 related articles.

The results of this study showed that many individual, organizational, environmental and even macroeconomic and social factors have caused employee fear in organizations and this fear will lead to many organizational and individual problems. Therefore, moving towards developing an organizational fear management model will be a necessary step in the next steps.

The study at hand was carried out to identify the antecedents and consequences of organizational impact management. This study was applied in terms of purpose and mixed in terms of approach. In the qualitative phase, the meta-synthesis method was used. To this end, the studies on the antecedents and consequences of organizational impact management in valid datacenters between 1990 and 2021 were collected and examined. Out of these, 67 sources were adopted for the final analysis. To screen and confirm the findings of the qualitative phase, fuzzy Delphi method was used in the quantitative phase. The statistical population of the quantitative phase was comprised of the specialist clerks and experienced managers of Rojin Taak Agro-industries Co., from among whom 30 individuals were selected through purposive sampling. Based on the findings of the study, the antecedents of organizational impact management included three main categories, namely individual, organizational, and environmental categories. On the other hand, the consequences were classified into behavioral, professional, performance, and individual growth and development categories. The results of this study can be used by managers to enhance the positive aspects of organizational impact management and to avoid its negative aspects in the organization.