راضیه باقرزاده خداشهری

Sustainable innovation can be seen as economic development, creating wealth at the individual and social levels together with eliminating the harmful environmental effects of business on human health (Knipp et al., 2016). Matia et al. (2015) consider sustainable innovation to be the best approach for automotive industry manufacturers, which provides the sustainability of the biosphere for mankind while protecting the environment. It is considered that in order to achieve sustainable innovation, hard and soft organizational and extra-organizational components affect this approach. According to the conducted research, one of the variables affecting sustainable innovation is the green psychological atmosphere governing the organization (Riupert et al., 2016). Green psychological climate pays attention to employees' understanding and interpretation of laws, policies and organizational strategies regarding the greening of organizations and is one of the concepts that are applied to organizations that achieve sustainable goals through a wide range of environmentally compatible policies (Naz et al., 2023). The governance of the green psychological atmosphere is not enough to achieve sustainable innovation alone; Therefore, motivation is an effective phenomenon for employee performance that is necessary to create an environmentally friendly workplace that leads to sustainable innovation. Motivation is manifested in both internal and external forms. Amabil et al. (1994) consider green intrinsic motivation to be love, passion and interest in the occurrence of green and environmentally concerned behavior, which is guided by intrinsic motivation or reward. According to Desi (2015), employees with internal motivation and a positive attitude derived from the green psychological atmosphere governing the organization and with love for nature protect the environment from possible dangers. In addition, Wenjing et al. (2020) consider green extrinsic motivation to be people's desire to behave environmentally friendly due to extrinsic rewards such as savings, admiration, or popularity. Desi and Ryan, 2015). Based on what was said, knowing the mentioned components and pondering on its complex combination and guiding it in the organization leads to the creation of an environmentally profitable organization with the level of effective relationships that support the environment and are concerned about human life. In this regard, the research questions are: Is there a relationship between green psychological climate and sustainability innovation? Is there a relationship between green psychological climate and green intrinsic and extrinsic motivations? Do green intrinsic and extrinsic motivations lead to sustainable innovation? Does green psychological climate affect sustainable innovation through green intrinsic and extrinsic motivations?

In terms of purpose, this research is applied and has a quantitative (comparative) approach and follows a correlational survey strategy. The main tool for data collection was a standard questionnaire. Based on this, the standard questionnaire of green psychological climate (Norton et al., 2014), sustainable innovation (Boken et al., 2014), internal and external green motivations (Amabile et al., 1994) was used. The statistical population was the general employees working in different departments of Iran Khodro Automobile Company, and to determine the sample size in order to avoid the problems of rules of thumb, the sample size was determined by the test-based method and G*POWER software. Considering the error level of 5%, the effect size of 0.05, as well as the minimum test power of 80% and 4 predictor variables, the number of 244 people was calculated. With the consultation of the supervisor and consultant, the number of samples was increased by 10%, and a total of 268 questionnaires were distributed online using a stratified random sampling method, and a total of 212 questionnaires reached the researchers. The return rate of the online questionnaire must be at least 65% so that the survey process has the necessary validity; which is 79 percent in this research. For descriptive analysis, SPSS 23 software was used in the inferential statistics section in order to avoid the limitations caused by the minimum sample size and insensitivity to the normality or non-normality of the data, using the partial least squares approach with the help of Smart PLS version 3 software.

Based on the research findings, the intensity of the direct effect of green psychological climate on sustainable innovation is equal to 0.622, the effect of green psychological climate on green internal motivations is equal to 0.857 and on green external motivations is equal to 0.816. Also, the effect intensity of green internal motivations and green external motivations on sustainable innovation is equal to 0.514 and 0.341, respectively. Also, according to the values ​​obtained in Figure (3), the coefficient of significance between the green psychological climate on sustainable innovation is equal to 11.106 and since it is higher than the standard value of 1.96, it shows the confirmation of the first hypothesis of the research. The significance value between green psychological atmosphere and green inner motivation is equal to 35.899, which was confirmed according to the usual number of 1.96 in the meaningful model and the second hypothesis of the research. Also, the significant number between green psychological atmosphere and green external motivation, green external motivation and sustainable innovation, and green internal motivation and sustainable innovation is equal to 30.928, 2.054 and 5.958 respectively, which is more than the standard value of 1.96. which shows the confirmation of research hypotheses.

Managers' attention to soft structures such as the psychological climate and internal and external motivations of the promoters of green creation among the agents in different departments of the company provides the means to design and manufacture new products with sustainability requirements and makes them commit to this matter.

Organizations locked in the iron fence of rules and regulations require their members to act only within the delineated limits so as to be less involved with intellectual challenges. Over time, this issue leads to the formation of presuppositions and attitudes in the minds of employees and, as a result, behaviors that show resistance against any kind of disruptive change in the existing conditions; And without thinking and understanding the change of conditions, they act according to what they have learned so far. In such a situation, people will be inflexible against new events and even their abilities will act as potential obstacles. In addition to the fact that this method of action is the result of consecration of laws and regulations, protection of job security and fear of closing job career for promotion, as well as taking care of the safe margin around oneself and fear of failure; The result is getting caught in the competence trap. In the category of degenerate competences, employees with rusty beliefs, frozen thoughts, improper context and familiar actions are watching their office life pass. The captives insist on their path as if the only way to achieve excellence is to flow through it, and any look other than theirs is met with visible and hidden resistance. Therefore, the present research aims to scrutinize the antecedents of the competency trap and reveal its consequences from the experts' point of view.

This research is exploratory in nature, and in order to understand the antecedents and consequences, it has explored the experiences of 16 employees of  public organizations in Ilam city by using a random sampling method until reaching theoretical saturation. The data is based on the open, axial and selective coding method, combining the terms used by the participants themselves; Analysis and finally the categories and components are obtained. In this way, after conducting the interview, open codes are extracted and then by merging and integrating the open codes, the axial codes are determined. MAXQDA 2020 software was used for data analysis. Then, the components were prioritized using the fuzzy Delphi method.

The components identified in the interview stage are provided to the experts in the form of a questionnaire, and according to the proposed option and the defined linguistic variables, the results of the examination of the answers given in the questionnaire are analyzed to obtain the fuzzy average of the components. According to the views presented in the first stage and comparing it with the results of the second stage, the difference between the de-fuzzified average in the two stages was less than 0.1, in this case the survey process was stopped and prioritization was done. According to the findings, traditional management style, technology phobia and administrative socialization respectively had the greatest share in development of competence traps from the experts' point of view. Also, according to the experts, The consequences such as outdated knowledge, job routine and job satisfaction respectively have a stronger role as a result of competency traps in the public organizations in Ilam city.

It can be difficult to let go of traditional beliefs and knowledge, especially when one's colleagues and managers of an organization argue against it or even challenging the new knowledge and theory. This is where the competency trap in the organization gains more strength and power due to the circle of decision-making power as well as groupthink. Sometimes, we have to let go of what we thought was right, but conditions and mechanisms like a wave drown a person in a flood of intellectual stagnation, and minds do not grow with the passage of time, and a miniature of old stereotypes and memory will be archived. The competency trap creates a knowledge gap in employees because they are under the shadow of what they know. Considering that knowledge, skill and competence is a potential power, which in incorrect application, diminishes its awe and admiration and leads to a competence trap that deceives the mind and gradually, exhaustion and organizational decline are revealed. The results of this research lead to the discovery and explanation of the lesser-known phenomenon of competency traps in the geometry of human resource management studies in the country and provide a clear path to managers and policy makers of the administrative system in understanding the said phenomenon and how to deal with it.

The growth and development of modern organizations requires a healthy and dynamic merit governance. Effective managers in the role of rulers, by using their innovative, constructive and committed human resources, in all production and service fields, achieve goals in an efficient and effective manner and bring about organizational improvement and excellence. The purpose of this article was to present a proposed  merit governance model  to improve the administrative health of the country's tax system. The present research was conducted using a qualitative method. The grounded theory method was used to extract effective factors on good governance in improving the administrative health of the country's tax system. The samples and sources of information in the study were 10 organizational experts who were interviewed based on the rule of theoretical saturation.

In organizations in which electoral mechanisms have little effect on senior management change and non-functional indicators play a prominent role in the retention of officials in power, they show a clear desire to continue in office. This has been explained by brain psychologists through the hubris phenomenon. Hubris is a personality change that is stimulated by an external factor - power - and through changes in brain chemistry, the dark side of managers' personalities is revealed. This phenomenon often leads to negative personal and organizational consequences. Therefore, the purpose of this study was to design a conceptual model of the Hubris phenomenon in senior managers of governmental organizations.

In this study, a sequential mixed method (qualitative-quantitative) research design was implemented in three steps. The grounded theory (GT) was performed in the first step to identify the effective factors on the Hubris phenomenon by interviewing 15 senior managers of governmental organizations. The Delphi method was then used in the second step to determine the importance and the third step, confirmatory factor analysis was performed by designing a questionnaire. At this step, 471 managers were surveyed.

In this study, the core category was extracted through 3 dimensions (managerial basis, personality-neurotic and functional) along with 12 components and the final model was presented by causal conditions, context, intervening conditions, strategies and consequences. Factors affecting the Hubris phenomenon as well as their strategies and prioritization were investigated using the Delphi method and the results of the confirmatory factor analysis of the axial phenomenon are presented.

In this study, Awareness of the nature of the Hubris phenomenon helps to find the right roots for the implementation of strategies and mechanisms to overcome the negative consequences of this phenomenon and increase the general index of health and productivity. The present study in the field of leadership and the Hubris phenomenon brings theoretical innovations and helps employers and researchers to better understand the pattern of the Hubris phenomenon.

Given the pervasiveness of the world of temporary jobs, employability is considered to be the most important factor affecting one's success in a disordered work environment. Job uncertainty in a highly changing future world, the need to variety of talent developing that are aligned with the strategy of intelligent education and appropriate training in realizing one's abilities in the career which can increase employability. In this present study we attempt to investigate the mediating role of intelligent education in the impact of variety of talent on employability. The method of this research for achieving mentioned aim is practical and the data collection method is descriptive and correlational. The research population was all Mapna active project engineers (417 people) that were chosen as sample (200 people) by simple random sampling method and by Corcoran formula. Data gathering tools were Employability questionnaire of De Vos & Soens (2008) and Variety of Talent and Intelligent Education by Self Made questionnaire that the validity evaluated by expert opinion and reliability evaluated by CR and Cronbach's alpha. The statistical research results have been studied using Smart PLS 3 and SPSS 20. The research findings indicate that intelligent education has a mediating role in the impact of variety of talent and employability.

The strategy of export development instead of import substitution policy and self-sufficiency leads to the growth of industries and businesses and to the growth of GDP. Proper export policy-making leads to the implementation of the export development strategy and enhances the export performance of companies by decision-makers in government and other regulatory institutions. This study examines the impact of government policies for export promotion on export performance with emphasis on the mediating role of firm’s specific advantages. The statistical population of the study was all Mining Active Companies under the Ministry of Industry, Mine & Trade which was sampled using census sampling method of 150 samples. Data collection was done by a questionnaire whose validity was confirmed by experts and its reliability was confirmed by Cronbach's alpha coefficient and Composite reliability. Structural equation modeling and Smart-Pls3 software were used for data analysis. The results show that government policies for export promotion have a direct and significant impact on export performance and also it through the mediating variable, the firm’s specific advantages, affects on export performance indirectly. Formulation of government policies to enhance export capacity and use the synergistic benefits of the specific advantages, including export financing capacity, export marketing and management capabilities, enables high elasticity of the export field and increased performance.

The presence of employees in the workplace, despite the signs and symptoms of the disease, represents the phenomenon of presenteeism, the lack of control over which is related to the obvious and hidden costs, such as depression, burnout, deteriorating health. The present study aims to design a conceptual model for the managing presenteeism in organizations’ human resources with the approach of the grounded theory. This study, which is a kind of quality-research strategy and was by grounded theory approach, has been conducted. The statistical population of the study is employees and managers of private companies in the industrial city of Rasht. In this study, purposeful sampling was used to select the sample, which according to the saturation rule, was obtained in the present study using 25 important interviews and continued for up to 30 interviews to be more reliable. Open, axial, and selective coding methods were used to analyze the collected data. The results of the research include identifying causal factors at two levels, contextual conditions at three levels, intervening conditions, strategies and consequences of the presenteeism, and finally designing a model of managing presenteeism. Awareness of the nature of presenteeism helps to find the problem root for the implementation of strategies and mechanisms to overcome the negative consequences of presenteeism and increase the general index of health and productivity.

The purpose of the paper was to design a sustainable leadership model in crisis response from COVID-19 for resilience in food industry jobs of Guilan Province. This research in the field of interpretive paradigm is a qualitative research of an inductive approach, and it is based on Grounded Theory.The statistical population is the managers of line and staff departments in companies and food production factories of Guilan province. In this study, purposeful sampling was used to select the sample. According to the saturation rule, this was achieved by using 15 interviews, and for more confidence, the interview was continued until the 20th. Data were analyzed in three stages of open, axial and selective coding to classify concepts and categories. Core category was capacity building for sustainable leadership in the crisis response from COVID-19 and in three foundational, motivational measures and evaluation and control and causal conditions, context, intervening conditions, strategies and consequences at three levels of customers, employers and organizations were and the final model was presented. Managerschr('39') practices in crisis situations play a pivotal role in identifying opportunities, threats, and strengths and weaknesses, and managers must have a strong link between fundamental, motivational measures, and evaluation and control in order to effectively implement strategies in crisis. The results of research in the field of crisis response from COVID-19 in food industry jobs will present theoretical innovations and help employers, researchers in the field of food industry to better understand the pattern of sustainable leadership in the coping of the crisis.

It is necessary to notice the subjective well-being  and satisfaction of human resources in organizations and lack of attention to them has deleterious effects on individual and organizational performance.

The present study is a mixed (qualitative and quantitative)  research which used the Q approach to examine and explain managers’ mental patterns regarding Subjective Well-being of employees. Research method based on purpose, applied research, and data collection was applied, explorative, and descriptive survey respectively. The statistical population in this study was managers and supervisors of Ferro Gilan Complex (N=22) in addition, purposive sampling technique was used which sampling methods are unpredictable. To collect data, deep interviews were administered, whose validity and reliability were confirmed, respectively by CVR approach and Kapa Kohn method. In qualitative part of research, TheManagers of Ferro Gilan Complex were  interviewed by Q method, and distributed Q cards among them and we have Q-Set, Q-Sort. After collecting information from Q sorting, this information was analyzed by factor analysis in quantitative part of research.

The study indicate that managers’ seven main mind-sets relevant to employee subjective well-being are as follows: Justice-oriented, collaboration-oriented, Spirituality-oriented, Trust-oriented, Satisfaction-oriented, Happy-oriented, Positive organizational behavior –oriented.

Managers with Mental Patterns such as Justice-oriented, collaboration-oriented, Spirituality-oriented, Trust-oriented, Satisfaction-oriented, Happy-oriented, Positive organizational behavior –oriented can improve the subjective well-being   of the employee.

Soulless robots with clockwise and involuntary motions are a parable of the non-engagement employees in a organization, which the whole of organization leads to inefficiency. Work engagement is key to achieving sustainable competitive advantage in today's dynamic economy. Considering the importance of work engagement in organizations, understanding the affecting factors on employees' work engagement are important , including the effects of humor behavior - a portrait of happiness and mental health and emotional energy - a portrait of warm and intimate communication. In this present study we attempt to investigate the mediating role of emotional energy in the impact of humor behavior on work engagement in the Minister of Culture and Islamic Guidance- Cinema Affairs Organization. The method of this research for achieving mentioned aim is practical and the data collection method is descriptive and correlational and 200 employees were considered as statistical population and 132 employees were chosen as sample by proportionate stratified random sampling method and Corcoran formula. Data gathering tools were Standard questionnaires that the validity and reliability evaluated. The statistical research results have been studied using Smart PLS 3 and SPSS 20. The research findings indicate that humor behavior positively and significantly affects the two variables of emotional energy and work engagement. Emotional energy also has a positive and significant effect on work engagement. Finally, the mediating role of this variable in the effect of humor behavior on and work engagement was confirmed.

The purpose of the present paper was to investigate the moderating role of job engagement in the impact of SHRM practices on the employee retention of Guilan Technical & Vocational Training Organization, and therefore, to provide an empirical and practical contribution in order to enhance employee retention through job engagement. The statistical population consisted of 372 managers and employees, and the optimal sample was determined by Cochran's formula to be 189. The results revealed that SHRM practices and dimensions have a significant impact on employee retention, and job engagement has a moderating role in the impact of SHRM and all its dimensions except performance appraisal on employee retention. The findings also indicate the moderating effect of job engagement in the relationship between SHRM practices and employee retention for three types of job engagement, namely vigor, dedication, and absorption. The association between the demographic variables and the factors also investigated. This study provides an empirical and practical contribution to improving employee retention through job engagement. The theoretical implications, future directions, and limitations are also discussed.

The purpose of this study was to investigate the mediating role of perceived transformational Leadership in the relationship between mindfulness and subjective well-being in the Ferro Gilan Complex. The study was descriptive in terms of purpose and descriptive-correlational in terms of data collection method. The statistical population was comprised of all Ferro Gilan Complex employees (N=419), out of which a sample of 200 people were selected via simple random sampling based on Cocran formula. Data collection tools were subjective well-being questionnaire of Keyes and Magyar-Moe (2003), mindfulness questionnaire of Baer et al. (2006), and transformational leadership questionnaire of Bass and Avolio (1997). The obtained data was analyzed descriptively and inferentially using structural equation modeling in SMART PLS2 and SPSS 20. The findings indicated that perceived transformational leadership has a full mediating role in the impact of mindfulness on subjective well-being.

In today's complex condition, agencies have noticed that knowledge due to its value should be managed. In this reasearch it has been tried to recognise the knowledge management implimentation's risks. By the use of the crack model concept a new method is presented to evaluate management risks. The method of reasearch is descriptive _ mensuration with applied purpose. The statstical community of reasearch formed by several founding knowledge companies in Shiraz. To analyze and find critical components of success and failure in implementation of knowledge management and to evaluate risks, the crack model and fuzzy map type ll drawing is used. The reasearch results showed that lack of empowering and senior management support،motivation and participation rate shortfall , the expansion of increasing trade and technology challenges, fear of full assumed and loosing knowledge ownership and creating multiple information source systems that are not necessary in the organization are of the most important vital factors that leads to success, and lack of trust, technical basis and leadership, focuse on limits of organization's borders, political challenges, obsolete content Of some educational courses, ambiguity in motivational systems and communication problems are of the most important failure factors in knowledge based companies in Shiraz. In this process the culture of coopration, doing the audit and organising of knowledge, creating a list of key features, communications between people and knowedge, rewards and motivation, political challenges, holding targeted educational periods can facilitate the implementation of knowledge management in organization.

Compensation for sensitive political careers has always been a topic of discussion for academicians, policymakers and social activists. The subject of this article is the assumption that the parameters affecting the compensation of such services are based on an equality-based or equity-based approach and are the result of the risks or responsibilities underlying within the organizational positions. Therefore, the purpose of this study is to investigate the impact of political sensitivity on the compensation of senior managers in Iranian state ministries with the mediating role of political networking and the moderating role of institutional pressure.

The present study is applied in terms of purpose and correlational descriptive in terms of data collection. In this study, 471 senior managers of 18 state ministries were considered as the statistical population at the level of Deputy Minister or Chief of General Staff and then 234 senior managers were selected based on simple stratified sampling method using Cochran formula.

Political sensitivity has a significant direct impact on compensation for senior managers' services. It is also proved effective indirectly and through the mediating variable of political networking in which sensitive political office holders manage stakeholders and participate in power and coalition network which will finally affect their service compensation. However, the institutional pressure resulted from social norms moderates the relationship between political sensitivity and compensation.

Political sensitivity is one of the most important factors affecting the compensation of senior managers that affect the compensation of senior managers either directly or through political networking and forced, imitative and normative institutional pressures. Research results in the areas of political sensitivity, institutional pressures, and political networking develop theoretical innovations and help managers, institutions, and executive parties understand how political sensitivity affects senior managers' compensation emphasizing political networking and institutional pressure.

This study aims to investigate the effects of perceived empowering leader behaviors on employee voice. The aim of the current research is practical and the data collection method is descriptive and correlational which has been gathered by the questionnaires (“the employee voice” questionnaire of Van Dyne and LePine and “empowering leadership” questionnaire of Arnold et al. ,) and survey required data. The research included all employees in Technical and Vocational Training Organization of Guilan province, 459 employees were considered as statistical population and 210 people were chosen as sample by simple classified sampling method (Quota) and Corcoran formula. face validity of the questionnaire, convergent validity and reliability was confirmed. The statistical research results have been studied using Smart PLS2 and SPSS 20. The research findings indicate that perceived empowering leader behaviors has a significant impact on employee voice (498/0 β=)) 96/1 (t>. Moreover, participative decision making and coaching dimensions of empowering leader behaviors have a significant impact(399/0β=) و (753/0 β=) on employee voice but informing dimension of empowering leader behaviors don’t have a significant impact (96/1>t>96/1-) on employee voice.

The purpose of this study is to investigate the moderating role of empowering leader behaviors in the effects leader trust on employee voice in the thecnical and vocational organization of guilan. The conducted research method for achieving mentioned aim was descriptive and correlation and data gathered by the questionnaires and survey research method. All employees (N=459) were as statistical population and 210 people were chosen as sample by simple stratified sampling (Quota) and Cocran formula. The results of the questionnaires analyzing and the hypotheses testing were by SMART PLS2 and SPSS 20. Data gathering tools were Trust in supervisor questionnaire of McAllister, Employee Voice of Van Dyne and LePine and empowering leadership of Arnold, et al. Content validity and convergent validity evaluation, AVE were evaluated. For reliability evaluation, Cronbach's alpha and composite reliability were evaluated. The results of the questionnaires analyzing and the hypotheses testing indicated Leader trust have significant positive effect on employee voice and only the interaction effect of employee voice and informing reached a not significant level ,whereas the interaction effects of employee voice with participative decision making and coaching were significant

In this present study we attempt to investigate the potential mediating role of Subjective Well-being in the impact of Social Capital on Psychological empowerment in Technical and Vocational Training Organization of Guilan province. The method of this research for achieving mentioned aim is practical and the data collection method is descriptive and correlational which has been gathered by the questionnaires and survey required data. The research included all employees in Technical and Vocational Training Organization of Guilan province, 395 employees were considered as statistical population and 198 people were chosen as sample by simple classified sampling method (Quota) and Corcoran formula. The statistical research results have been studied using Smart PLS 2 and SPSS 20. The research findings indicate that Subjective Well-being has a partial mediating role in the impact of Structural and Cognitive dimensions of Social capital on Psychological empowerment and a full mediator role mediating role in the impact of Relational dimension of Social capital on Psychological empowerment.