سراج الدین محبی

In today’s competitive business environment, where smart marketing has emerged as a data-driven strategy emphasizing deep customer-brand interactions, understanding and analyzing customer experience plays a crucial role in creating sustainable competitive advantages. This research follows a qualitative and exploratory design, utilizing a snowball sampling technique to collect data through in-depth, semi-structured interviews with 15 industry experts and academics. For the first time in this field, the study integrates adaptive thematic analysis with ISM in a dual-methodology approach, enabling the extraction of key themes and the systematic mapping of interrelationships among critical variables. The findings reveal that at the foundational level, brand visual characteristics and geographic positioning serve as the primary elements shaping customer experience. At the second level, customer-centric values, including service value, social and ethical value, purchasing motivations, and product value, are identified as intermediary factors influencing higher-level constructs. At the third level, key brand attributes such as brand clarity, brand exclusivity, and personal brand experience emerge as essential components, significantly shaping customers' emotional and perceptual connections with the brand. At the fourth level, product and service quality, customer-brand relationship, and service quality are recognized as the primary determinants of customer experience. Finally, at the fifth and highest level, after-sales services are identified as the central element in the model, playing a pivotal role in reinforcing customer loyalty and enhancing brand perception.The proposed model presents a structured hierarchical framework that deciphers the complex interdependencies between various dimensions of customer experience. It provides marketing managers with actionable insights to optimize customer-centric interactions and enhance perceived brand value over the long term. This study not only contributes conceptually by integrating brand theory and brand experience theory in an innovative manner but also advances methodological rigor by employing a hybrid analytical framework, thereby elevating customer experience modeling to a new level. The findings offer valuable implications for future research in smart marketing and brand communication management.

The development of human resources can play an important and significant role in adapting organizations to today's changing conditions. The purpose of this research was to design the ideal model of human resources management based on moral values in Iran Airports and Air Navigation Company.

In terms of the research approach, this research is exploratory mixed research. In the qualitative part, the statistical population of this research included experts in the field of human resources management, and 10 people were selected as a sample using theoretical and snowball sampling. The interview tool was semi-structured and finally the data was analyzed by coding method. In the quantitative part, the statistical population included the managers and experts of the Iran Airports and Air Navigation Company, who were selected as a sample of 200 people using a multi-stage cluster random sampling method. The researcher's questionnaire tool was made by the qualitative department and finally the data were analyzed by structural equation method and confirmatory factor analysis using Spss 22 and PLS 3 software.

The findings of the qualitative part led to the identification of 22 open codes and 5 central codes, and the research model was formed, and the results of the quantitative part showed the appropriate fit of the model.

The results of this research showed that the spirit of jihad, honesty, public interest, moral vision and ultimately moral transformation are effective factors in designing the ideal model of human resource management based on moral values in Iran Airports and Air Navigation Company.

Organizations that employ professional and skilled personnel, particularly in management roles, possess a significant competitive advantage. This has resulted in heightened efforts to recruit qualified human resources in recent years. The objective of this research is to design a model for selecting competent professional managers in alignment with the organizational professionalism standards within the country's banking industry.

This research utilized the qualitative content analysis method to gather field data through semi-structured interviews with 12 experts from academia and the banking sector. The data analysis was facilitated using Atlas TI 8 software.

The findings revealed eight general categories, which encompass the semantic framework of organizational-oriented professional activism, the regulation of management requirements for professional roles, the functional aspects of interactive competencies, strategic and forward-looking competencies, the framework of individual-team-organizational competence-enhancing behaviors, the strategic ecosystem of human resources management actions, the promotion of positive employee behavior, and the enhancement of the image and organizational capital within the banking sector.

Attracting and employing skilled professional managers in the banking industry necessitates essential organizational measures. This includes fostering a culture of organizational professionalism, which will enable a clearer understanding of the strategies needed to effectively recruit and retain qualified and competent managers.

One approach to sustaining human resources involves implementing high-commitment practices. The objective of this research is to present of the structural model demonstrating the impact of high commitment human resource practices on human resource sustainability derived from a mixed-methods approach.

The present study employed a mixed-methods research design. For the qualitative component, data were gathered through 12 semi-structured interviews, and the analysis was conducted using Atlas TI8 software. The quantitative component's statistical population comprised all employees of the Social Security Organization, from which a sample size of 384 individuals was derived.

The outcomes of the database theory identified six distinct categories of commitment-oriented ideology within organizational orientations. Furthermore, it facilitated the development of a team commitment-enhancing framework and the stabilization of human resources through the proliferation of commitment-enhancing knowledge. The results indicated the emergence of work systems characterized by organizational-wide commitment. The ecosystem of commitment-oriented strategies aims to enhance the performance management of high-commitment work systems. Quantitative analyses corroborated several hypotheses.

The optimal path for high-commitment actions initiates from a commitment-focused ideological framework and progresses towards an ecosystem comprised of commitment-oriented strategies. This framework serves as a strategic blueprint to develop of commitment systems.

In the government organizations of the country, one of the problems  that hinders the progress of the organization is the power-seeking behavior of managers in organizational communication, and experts consider this type of behavior that managers, as the first person in the organization, consciously or unconsciously use to achieve power and order in organizations, is a kind of organizational pest. they know Considering that managers' power-seeking behaviors are one of the important issues that have different effects in organizational communication, this research was conducted with the aim of providing a model of power-seeking behaviors in organizational communication among managers of government organizations in the country. The research method is applied in terms of purpose and a mixed approach in terms of data type. The statistical population of the qualitative department of management and communication professors of Tehran province universities who had managerial experience in government organizations of Tehran province, the snowball method was used to select the sample size, and 15 people were interviewed. The statistical population was a quantitative part of managers of government organizations in Tehran province, 380 people were selected as the sample size using Cochran's formula and stratified random sampling method. Data analysis was done in the qualitative part with the help of the foundation's data strategy and in the quantitative part using SPSS 22 and Lisrel 8.54 software. The findings show that the model of power-seeking behaviors in organizational communication among the government organization of the country includes the central category of power-seeking behaviors in organizational communication; Causal conditions with four components of personality characteristics, communication, sociability and management; contexts with three components of political behavior, situational adaptation and job position; Strategy with three components of organizational climate, organizational patterns, organizational rules and regulations; The intervention is with two components of dynamic and complex environment and organizational ethics, and the consequences are with two components of organizational indifference and reduced participation. The results show that the presented model can help to better understand the power-seeking behaviors of government managers in organizational communication.

The aim of this research was to deal with the organizational terrorism of the Islamic Revolution Foundation. The statistical population consists of managers and senior officials of the Mustafa Foundation, university professors and experts in the field of human resources, using targeted and snowball sampling methods. By conducting 20 interviews, the collected information reached the saturation point. From the method of coding and drawing the network of concepts, compiling the research model and determining the components and indicators of the organizational terrorism model, the validity of each of them was confirmed. The thematic network method was used to analyze the data in the qualitative part. In the quantitative part of the statistical test, confirmatory factor analysis was used to formulate the final model, dimensions, components and indicators and prioritization. The results of the research showed that the sample group considered factors such as flexible nature, comprehensive needs assessment, flexibility in the method, efficient human resources, attention to return costs and suitable learning environment among the effective factors in the quantitative and qualitative part.

Ethics and culture are the greatest needs of human society and the main factor of chastity and vitality and continuity of life and societies. Nowadays, the topics of ethics and culture as the most important factors in the economic, social, political, and human development of a country are in the focus of experts, thinkers and elites, therefore the aim of this research was to compile a conceptual model of the country's moral, cultural and social developments.

This research is descriptive-exploratory basic research based on the "foundation data" method. The research community was elites and experts in the field of research. Sampling was done by snowball method until theoretical saturation and 17 people were selected as a sample. The interview tool was semi-structured and the data was analyzed by coding method.

The results obtained indicate that based on the opinions of the interviewees of this research, there are 20 sub-concepts and 6 main categories in the sub-set, i.e. the characteristics of moral, cultural and social developments, shaping factors, strengthening factors, obstacles. The formation, strategies and consequences of the conceptual model have been extracted.

the conceptual model of research with the core categories of management, insight, ideology and innovation; Basic and formative categories including human development, economic development, modern urban development, moral-social development and social political developments; Strengthening categories include mass media, social ethics and new technology; And factors such as social gap and economic crisis were counted as obstacles and globalization and civilization are the result and consequence of this conceptual model.

The technological progress of the banking sector in the modern era is based on the type of services provided according to the needs and facilities of customers with the support of human resources strategies along with the correct use of new technologies. The purpose of the research was to investigate the impact of human resources strategies in the banking system based on artificial intelligence technology.

The research method is applied in terms of its purpose and based on the method of data collection, it is a descriptive correlation type. The statistical data of the research includes the employees of the National Bank of Iran in Tehran in 2023. The statistical population is unlimited and using Cochran's formula, 384 people were selected as a sample and 410 questionnaires were distributed by available sampling method and 394 questionnaires were collected. The data collection tool of this research is a questionnaire and the reliability of the questionnaire was measured by Cronbach's alpha coefficient, which was 0.838%. The validity of the research tool has also been confirmed by the confirmatory factor analysis technique. Also, the data were analyzed by structural equation modeling and using smart-PLS software.

The findings indicate that human resources strategies have a significant impact on the attitude towards artificial intelligence technology, knowledge in artificial intelligence technology, innovative financial services and banking system based on artificial intelligence technology. Finally, the attitude towards artificial intelligence technology, knowledge in artificial intelligence technology and innovative financial services affect the banking system based on artificial intelligence technology.

Human resource strategies have the greatest impact on the innovative financial services sector and innovative financial services in the banking system sector based on artificial intelligence technology have had the least impact. Of course, it should be kept in mind that the leadership style of human resource managers of organizations can play a constructive and effective role.

This research was conducted with the aim of analyzing and prioritizing the factors affecting the culture of resistance among the Basij members with a hybrid approach. For this purpose, first the documents related to the culture of resistance were investigated. Then, using 20 purposeful semi-structured interviews with cultural management professors and cultural executive directors, conceptual codes were counted. After removing and merging similar concepts, sentences and paragraphs related to the research subject using thematic analysis method in three levels of basic, organizing and inclusive themes, they were categorized using focus group. In the quantitative stage, the statistical community of Basij members of cultural institutions and Basij resistance area managers in Kohkiluyeh and Boyer-Ahmad province were 750 people, and the sample size was 254 based on the Cochran formula. The method of data collection at this stage was the questionnaire extracted from the qualitative section. Prioritization and validation of the identified factors was done using confirmatory factor analysis and Spss22, Lisrel, and Excel softwares. The results of the research show that sustainable security is the most important aspect of the dimensions affecting the culture of resistance among the Basij members. Other dimensions, in order of priority, are: political factionalism, participation, spiritualism, moralism, discourse creation, Jihad spirit, moral vices, anti-arrogance, environmental culture, attitude and belief, revolutionary and globalization identity.

This research was conducted with the aim of designing a model of resistance culture components among the Basijians (case study: Kohgiluyeh and Boyer Ahmad provinces).The combined research method (qualitative and quantitative) is based on data analysis and confirmatory factor analysis.The participants in this section are scientific and academic experts in cultural management, political science, and cultural executives, and information was collected through interviews with 20 of them, and then analyzed.In the quantitative phase, the statistical population was the cultural institutions of Kohgiluyeh and Boyer Ahmad provinces, the sample size was 358 people based on Cochran's formula, and the research tool was a questionnaire extracted from the qualitative phase.Validation of the model was done using confirmatory factor analysis and the use of Spss 22, Lisrel 8.54 and Excel software.Finally, the findings of the research showed that the components of resistance culture among the Basijists are: core factors (socialization and discourse creation, revolutionary attitude and belief and identity), reinforcing factors (spiritualism and jihadist spirit), background factors (social development and moral orientation, environmental culture) , struggle with domination and participation), obstacles to formation (political factionalism and moral vices) and consequences (sustainable security and globalization) were classified.

The present study was conducted with the aim of presenting a model of cultural navigation within Iran's cultural domains. The research methodology utilized is qualitative and is based on the grounded theory strategy. For data collection, the tool of in-depth interviews was employed. The target population consisted of academic experts, managers, and senior experts in cultural domains who were involved in cultural processes and decision-making. Using purposive sampling, theoreticalsaturation was achieved after 15 in-depth interviews. In the grounded theory approach applied in this study, through three stages of open, axial, and selective coding, 20 general categories were identified within a paradigmatic framework, including causalconditions, contextual conditions, intervening conditions, central categories, strategies, and outcomes. The results showed that cultural navigation in Iran's cultural domains is realized through causal conditions (organizational structure, economic factors, cultural and ideological factors, and laws and policies), contextual conditions (strengthening cultural capital, education, organizational climate, and cultural employment), intervening conditions (cultural rights, media space creation, and governmental and institutional policies), central categories (cultural awareness, cultural communication skills, and cultural conflict management), and outcomes (shaping a new paradigm, value creation on a macro level, and developing organizational culture excellence).

The purpose of this research is to present the small business model in cyberspace with an entrepreneurial approach. In terms of practical purpose, the research is survey-descriptive; in terms of data collection, the research approach is inductive reasoning and exploratory mixed research strategy in which qualitative research is used in the first stage and quantitative research in the second stage. The method of collecting information in the qualitative part was in-depth interviews. For this purpose, theoretical sampling was done from the research community, which includes experts and managers in the field of business in virtual space and professors in the field of software (business). In this way, with thirty people interviews have been conducted. In the quantitative part of the research, data were collected using a questionnaire. The sampling method was stratified random in a proportional way. To determine the sample size in a limited population, 77 people were selected by using Cochran's method. In the qualitative part (grounded theory), data analysis was used on the basic theory and the coding process. In the quantitative part of the research, after collecting and summarizing the data, descriptive tests, exploratory factor analysis and exploratory structural equation modeling were used using SPSS 24 and PLS Smart 2 software. The findings showed that knowing human relations, investing in entrepreneurship, keeping up with the fast-paced changes in the world, requirements of virtual business, knowing the characteristics of the market and characteristics of the buyer, are the effective factors on the small business model in the virtual space with an entrepreneurial approach

The purpose of this study was to present a model of productive organization in educational and research organizations of Fars province in line with the document of fundamental change with the staff empowerment approach. The research method is descriptive and the data theory of the foundation was used to design the model. The research sample included university professors and education experts familiar with the research subject. Based on theoretical sampling and conducting 21 interviews, the required data were collected and analyzed through three steps of open, central and selective coding. The research findings indicated that according to the values of t-statistic which is greater than 1.96 (at 95% confidence level), all paths between the approved research variables and also due to the significant values obtained (due to being smaller From 0.05) are significant. Findings from the model showed that managerial, environmental, cultural and value requirements, innovation and technology, communication and education and learning can facilitate the formation of a productive organization based on the document of fundamental change that empowers schools, improves productivity. And improve communication and collaboration capabilities.

Political skills are a valuable resource that managers and employees of the organization use to achieve success. The purpose of this study was to investigate the effect of political skills development factors on the performance of managers and staff of the Guilan Maritime Command.

The present study is applied and according to the nature of the subject and its importance and goals is descriptive-analytical. The statistical population of the study was 80 commanders and senior officers of the Guilan Maritime Command who were selected as members of the statistical sample of the research and the standard political skills questionnaire of Fries et al. (2005) with a reliability coefficient of 0.8 and an improvement questionnaire. Organizational performance of Hersey and Goldsmith (2007) completed with a reliability coefficient of 0.82. SPSS software and Pearson correlation tests, simple linear recursion analysis and comparison of the mean of the statistical population were used to analyze the questionnaire information.

Based on the data obtained from the questionnaires of the present study, it was found that there is a significant relationship between organizational performance and factors of political skills development such as social intelligence, interpersonal influence, networking ability and apparent honesty.

The results of this study showed that political skills (social awareness, interpersonal influence, networking ability and apparent honesty) are effective on organizational performance and the rate of managers' use of political skills and organizational performance is moderate to high. Be.

The aim of this study was to design a model for empowering hospital managers with a productivity approach. The statistical population of the study includes experts (with at least 10 years of management experience in Mazandaran University of Medical Sciences and affiliated hospitals) and university professors. The statistical sample was selected by a purposeful judgment method of 14 people. Data collection tools included library studies and semi-structured interviews with experts. The validity of the interview questions was confirmed by the content method and its reliability was confirmed by the retest method (0.87). The empowerment model of hospital managers was drawn with a productivity approach, and at the end, a theory based on 18 theorems was created. Based on the calculated model, causal conditions (including "organizational foresight", "agile organizational structure", "transformational leadership", and "organizational opportunity for empowerment"), central category (empowerment of hospital managers), contexts (including "access to resources") "Empowerment", "Establishing an active motivational system", "Justice-oriented in the organization", and "Modeling the role for managers"), contextual factors (including "internal factor of empowering managers" and "external factor of empowering managers"), strategies (including "holding courses "Empowering managers", "Establishing a succession system", "Delegating and delegating responsibilities", and "Job value creation for managers"), and the consequences (including "individual productivity of managers" and "organizational productivity of managers") are explained in a paradigm model. Finally, the relationships between them were drawn in the selected model. Finally, suggestions based on strategies for implementing the model of empowering managers with a productivity approach were presented.

The aim of the current research was to present the business model of renewable energy with the entrepreneurial approach of quantitative research method and the sample number was 337 people selected using Cochran's formula. The research tool was a researcher-made questionnaire. The analysis of the collected data was done in two descriptive and inferential ways using SPSS 16 and Smart PLS software. The results showed that fourteen components play a role in explaining the renewable energy business model with an entrepreneurial approach, which are: key partners, key activities, income flow, key-physical resources, key-intellectual resources, key resources human, value-brand, value-moving at the edge of science and technology, value-price, value-timely delivery, and easy access, customer relations, customer segment, distribution channels, and finally its costs and structure.Keywords: entrepreneurial approach, business model, renewable energyKeywords: entrepreneurial approach, business model, renewable energyKeywords: entrepreneurial approach, business model, renewable energy.

The effectiveness and efficiency of managers basically depends on their competence, skill, level of knowledge, insight and abilities, and due to the importance of these factors in the success of managers, a continuous search and continuous effort is made to find and train those who have this type of competence, ability and skill. to turn them into effective managers and useful leaders is ongoing. A mixed research method (qualitative-quantitative) has been used in this research. The theme analysis method is used in the qualitative part. First, interviews were conducted with 25 professors, managers and experts of Mashhad Municipality. Then the collected data was analyzed using NVivo software. Based on the results of the analysis of interviews with the members of the expert group, the model of meritocracy of Mashhad municipal managers has 122 free codes, which were categorized into 15 core codes and 4 optional codes.Further, based on the results obtained from the qualitative part, a questionnaire was compiled and after verifying its validity and reliability, it was given to the members of the examined sample (348 employees (official, contract and contracted), Mashhad Municipality). Based on the results of structural equations; Individual competence with a coefficient of 0.87 has the greatest impact on the construction of the meritocracy model in Mashhad municipality. Also, the lack of evaluation system with a coefficient of 0.81 is the most important obstacle to meritocracy in Mashhad municipality.

The present study aimed to identify the factors affecting the system of recruitment and supply of professional manpower in education.

The research method was mixed (qualitative-quantitative), In the qualitative section, 14 individuals experts and experts in the field of human resource management, managers and officials of education and cultural universities were interviewed using purposive sampling method.For adequate sampling in the qualitative part, the law of theoretical saturation used ،statistical population in the quantitative part of the , was including teachers working in education in Hormozgan province, 13228 people. That 386 people were selected as the sample population by Cochran's formula. The data collection tool in the qualitative part was a semi-structured interview and in the quantitative part a researcher-made questionnaire extracted from the interview, formal and content validity of the research data collection tool was confirmed, and reliability determined through Cronbach's alpha 0.88. Data Analysis in Qualitative Sector using open coding and in the quantitative part, exploratory factor analysis SPSS software was used.

The results showed that the effective factors on the system of recruitment and supply of professional manpower in education are organizational, contextual, individual, value and extra-organizational factors.

It seems that considering these factors and its continuous control in the education system, the basic and effective factors in attracting and providing professional manpower have been identified and by using it, the conditions of effectiveness and efficiency of the education system by attracting Provides professional staff

The purpose of the current research was to provide a model of effective educational strategies on the renewable energy business model with an Islamic-Iranian approach (by examining the upstream documents and laws of Iran). Quantitative research method and the number of samples using Cochran's formula, 337 people were selected. The research tool was a researcher-made questionnaire. The analysis of the collected data was done in two descriptive and inferential ways using SPSS 16 and Smart PLS software. The results showed that fourteen components play a role in explaining the model of providing effective educational strategies on the renewable energy business model with an Islamic-Iranian approach (by examining the upstream documents and laws of the country of Iran), which are: key partners, key activities, Income flow, key resources - physical, key resources - intellectual, key resources - human resources, value - brand, value - movement at the edge of science and technology, value - price, value - timely delivery and easy access, customer relations, Customer segment, distribution channels, and finally its costs and structure.

The aim of this study was to design a qualitative model for the development of Islamic organizational citizenship behavior in Tax Affairs Organization in Iran. The statistical sample in the qualitative section included all university experts and experts in the field of management & psychology science, which was equal to 20 people. The research instrument consisted of researcher-made coding sheets whose validity was confirmed by Delphi group members and its reliability was calculated by P-Scott criterion of 0.95. Findings showed that the factors related to the model of the development of Islamic organizational citizenship behavior in Tax Affairs Organization in Iran related to the were identified in the form of 5 categories and 43 concept codes. Strategies (3 categories), contextual conditions (2 categories), intervening or mediating conditions (3 categories) and consequences (2 categories). In general, it can be concluded that using the findings of the study, it is possible to formulate comprehensive and diverse programs of development of Islamic organizational citizenship behavior in Tax Affairs Organization in Iran in "macro", "medium" and "operational" strategies to develop political culture in Communication & culture organization. To be obtained in the country.

In government organizations, empowerment and agility of employees has become one of the most important concerns of government managers over the past decade or two. Therefore, in this study, the researcher has studied the design and explanation of the appropriate model of human resource agility in government organizations of the Islamic Republic of Iran: a study of the Ministry of Interior. The present study is qualitative-quantitative and is applied in terms of purpose and descriptive-survey in terms of data collection. Also, the findings of the present study have been done in the qualitative part according to the interviews with 32 experts and in the quantitative part by distributing questionnaires among 141 employees of the Ministry of Interior. Data analysis was performed in the qualitative part using Delphi analysis and in the quantitative part using structural equation modeling. The process of data analysis and statistical tests was performed through two softwares, SPSS and PLS. The results obtained from the qualitative section identified a wave of 7 dimensions and 35 indicators in the form of agility model in the Ministry of Interior and the results of the quantitative section show that organizational flexibility in both behavioral and skill dimensions has a significant effect on organizational agility. Also, operational flexibility does not have a significant effect on organizational agility.

Productivity is one of the indicators of managerial performance, and the purpose of this research was to provide a model of a productive organization with the approach of empowering employees in educational and research organizations (case study: education in Fars province).

This research is applied in terms of purpose and the data was collected in the field using a mixed method (qualitative and quantitative). The statistical population in the qualitative section contained 21 education experts of Fars province, who were selected purposefully, and in the quantitative section, there were managers, experts and teachers of education, who were first selected through stratified random method, then 384 non-randomly available people were selected as a sample. The research tool included a researcher-made questionnaire and a structured self-interaction form. The validity of the questionnaire was confirmed by 10 university professors and its reliability was confirmed through Cronbach's alpha test (α=0.86). An interpretative structural model was used to structure the components.

Based on the findings, 74 indicators in the form of 18 components have an effect on the productivity of education in Fars province, and the components were structured at six levels. The components of employee teaching and training, structural factors, employee empowerment and organizational knowledge management were placed at the sixth level (infrastructure level).

Providing the context and opportunity for the growth and prosperity of teachers, decentralization and organizational incentives will facilitate the empowerment of employees and Fars education will be moved towards a productive organization.

In recent decades, many efforts have been made to integrate human resource subsystems. Among them is the move towards designing and developing capability models as the basis for staff development and the basis for coordination between training units, manpower planning, supply and other departments and subsystems of human resource management. The present paper examines the human resource capacity development model in the Maritime Support Organization. The purpose is to provide a human resource capacity development model based on the PCMM model. This research used two quantitative and qualitative sections with a mixed approach to study the model. In the qualitative part, the theme approach was used, and in the quantitative part, exploratory and confirmatory factor analysis was used to identify and construct the model and present the model. The statistical population of 10 experts in the first stage and in the second stage, 60 experts of the NAJA Maritime Support Office were provided with the full number of the second checklist. The results show that the Marine Support Organization needs to train its human resources to develop as well as increase the rewards and facilities of staff and infrastructure, so the person will feel satisfaction and satisfaction with the above factors, always to The work will become more self-interested and will likely require more effort. And because of this, his job productivity will increase, which is the motivating force for job satisfaction that will lead to job satisfaction.