سعید رجایی پور

Organizational silence is a prevalent issue in contemporary organizations, and neglecting it can have negative consequences on individual, group, and organizational levels. This research aims to explore the lived experiences of faculty members and staff to identify the factors contributing to organizational silence at Iranian Farhangian University.

This research adopted a qualitative approach with a phenomenological method. The participants were faculty members at Farhangian University in the 9th region of eastern Iran. To identify the factors influencing organizational silence, a purposive sampling method with maximum variation was used, taking into account participants' educational backgrounds, personal experiences, and perceptions of organizational silence. The number of participants reached theoretical saturation with 16 individuals. The research instrument was a semi-structured interview. To ensure the reliability of the interviews, the Guba and Lincoln criteria (credibility, transferability, dependability, and confirmability) were applied. The inter-coder reliability was 86%, and confirmability was achieved through peer review. Data analysis was conducted using Smith's 6-step content analysis and coding process with Max.Q.DA software.

The interview analysis results were organized into three main categories: external organizational, internal organizational, and individual, with 11 main themes and 64 subthemes. In the external organizational category, the main themes are political and social factors. In the internal organizational category, the main themes include structural, communicative, managerial, human resources, supervisory, economic factors, and organizational climate. In the individual category, the main themes are knowledge and motivation. Upon further review, it was determined that the structural theme consists of organizational breadth, decision-making centralization, hierarchical structure, disregard for organizational values, and cumbersome rules and regulations. The communication theme includes external organizational interactions, one-way communication flow, visibility of a specific group, prevalence of informal relationships, use of social media within the university, and negative reactions to colleagues' comments. Several management issues were identified, including a lack of critical thinking among managers, failure to implement ideas, managers ignoring reality, lack of transparency in decision-making, authoritarian management, and intolerance for negative feedback. Gender discrimination in the delegation of authority, lack of promotion based on merit, lack of recruitment and employment based on openness and creativity, absence of a meritocracy, lack of appreciation for employees' efforts, and job insecurity were grouped under the human resources theme. The supervision and control theme revealed that securitization of the work environment, emphasis on employee control, university control processes, external regulatory bodies, and the silent punishment and marginalization of employees are significant factors. In the economic theme, the focus was on rewarding practical proposals, the prevailing economic conditions of individuals, and urgent economic needs such as salary increases and job security. Concerns about freedom of speech, compliance and obedience, poor quality of the work environment, lack of a supportive atmosphere, prevalence of a culture of indifference, and flattery and praise were raised in discussions of the organizational climate theme. In the individual category, the knowledge and motivation themes were explored. The knowledge theme encompasses several key issues: organizational knowledge insufficiency, low experience among administrative staff, attention to rumors instead of official information channels, lived experiences of the consequences of participation, and the inability to articulate issues. The motivation theme includes individual expectations, personal goals, perceived inability to effect change, psychological safety, work motivation, distrust, resilience, reduced self-confidence, learned helplessness, lack of belonging, suppression of voice, job insecurity, inability to voice concerns, work overload, and individual considerations such as expediency, position-taking, and vested interests.

Based on the research findings, the following recommendations can be made to reduce and prevent organizational silence at Farhangian University as a negative organizational behavior:Strengthening a robust organizational culture and creating a supportive, safe, and empathetic environment.Organizing empowerment workshops for faculty members and managers on the administrative system and familiarity with laws.Decentralizing the university and delegating more authority to provincial university managers.Establishing a suggestion system within the university.Formulating necessary economic regulations to encourage and motivate members.Eliminating discriminatory behaviors and utilizing the capacity of all individuals in proportion to their expertise and skills in university management.Emphasizing the holding of freethinking forums and trust-building initiatives for presenting opinions.Implementing a meritocracy system, merit-based selection, and merit-based appointments, especially in key positions within the university.

The purpose of the current research was to investigate the relationship between social undermining and organizational justice, as well as their impact on role clarity among librarians in public university libraries in Isfahan.

This research is applicable in terms of purpose and descriptive and correlational in terms of method. The statistical population of this study included all official and full-time librarians working in public university libraries in Isfahan during the 2022-2023 academic year. Data were collected by three questionnaires of social undermining (Duffy, 2002), organizational justice (Niehoff and Moorman,1993) and role clarity (Hasanzadeh,1388). The collected data were analyzed at two levels (descriptive statistics and inferential statistics). Structural equation modeling test, Pearson correlation and multi-way analysis of variance test were used to test the research hypotheses. In addition, SPSS software version 23 was used for statistical analysis.

The research findings indicate that there is a relationship between social undermining and organizational justice with role clarity among the librarians of Isfahan public universities. Social undermining is negatively correlated with organizational justice and its dimensions (distributive, procedural, and interactive). In contrast, role clarity is positively correlated with organizational justice and its dimensions. Additionally, there is a significant negative correlation between social undermining and role clarity.

Based on the research findings, it is recommended that library managers clearly define the roles of librarians. This could potentially reduce the prevalence of social undermining among employees.

Since one of the global goals of Education is to promote civility and respect, in addition to acquiring expertise and skills in science, students must also acquire the high virtues of morality and humanity. At the same time, there are significant types and cases of instances of improper behavior, the same issue that is known as incivility in the academic environment and has become a problem worthy of consideration in higher education. Therefore, the purpose of the current research was to identify the components, antecedents, consequences, and strategies to reduce organizational incivility in universities.

The method of this qualitative research was a phenomenological type. The potential participants of the research were lecturers and academic experts at Iranian universities who were knowledgeable about the research subject in the country. Sampling was done with a purposeful approach and by choosing critical cases. Theoretical saturation was used to determine the sample size and semi-structured interviews were conducted with 22 faculty members and academic experts. Data analysis was done through a thematic analysis approach utilizing MAXQDA 2020 software. To determine the validity of the interviews, a re-study was used by the peer and the researcher, and the reliability was confirmed with theoretical saturation in the data collection stage and the re-test reliability of 89.94%. 

The findings from the interviews showed that the components of organizational incivility included 4 global themes (organizational incivility of students, organizational incivility of faculty members, organizational incivility of managers and organizational incivility of employees), the antecedents of organizational incivility include 3 global themes (individual factors, internal organizational factors and external organizational factors), consequences of organizational incivility including 3 global themes (consequences related to individual and organizational health; attitudinal consequences (based on social exchange); and behavioral consequences and withdrawal), strategies to reduce organizational incivility including 3 global themes (educational arrangements, motivational arrangements and organizational arrangements). The organizational incivility components of the students included the organizing themes: non-observance of educational and research norms, violation of the norms of the academic environment, insolence towards the faculty members, and non-observance of student ethics. The organizational incivility components of faculty members included the organizing themes: lack of teaching skills and knowledge, academic indifference, non-observance to professional ethics towards students, non-observance with the norms of the academic environment, having unprofessional and destructive behaviors with colleagues, having offensive and rude behaviors with colleagues. The organizational incivility components of managers included the organizing themes: inefficient management, self-exaltation towards employees, and inattention to employees. The organizational incivility components of employees included the organizing themes: shortcomings and lack of responsibility, lack of effective employee presence at the workplace, and unethical behavior. The individual factors of antecedents included the organizing themes: demographic characteristics of people, personality characteristics of people, and family issues. The internal organizational factors of the antecedents included the organizing themes: structure, rules, and regulations of the university, management issues, job-related issues, inappropriate educational environment and facilities, issues related to the organizational climate and culture of the university, and deficiency in monitoring and evaluation system. The external organizational factors of the antecedents included the organizing themes: socio-cultural issues, economic issues, and political issues. The consequences related to individual and organizational health included the organizing themes: psychological and physical injuries, job and academic burnout, and job dissatisfaction. The attitudinal consequences included the organizing themes: damage to the dignity and status of the university in society. The behavioral and withdrawal consequences included the organizing themes: increased turnover or desire to leave the job; cultivating uncivilized human resources; loss of trust, empathy, and positive relationships between people; reduced task performance; and failure in the implementation of plans and group work. The educational arrangements of the strategies included the organizing themes: training and improvement, self-management and improvement, and development of communication skills. The motivational arrangements of the strategies included the organizing themes: modeling, and appropriate payment and punishment system. The organizational arrangements of the strategies included the organizing themes: reforming the style of management and leadership, management tact, strengthening the organizational culture encouraging politeness and civility, and reforming the selection rules. The results of this research can help faculty members by having sufficient knowledge of the components, antecedents, and consequences of organizational incivility to prevent its destructive effects on the teaching and learning process in universities.

The widespread and surprising spread of the Covid-19 led to an unprecedented closure of public libraries, and this closure showed that public libraries have little preparation and anticipation to deal with and adapt to the special situation caused by the spread of the Covid-19 virus. The aim of this study is to determine the level of readiness of librarians and public libraries in Isfahan province in the face of COVID-19 disease.

The current research is a cross-sectional, descriptive-survey study with an applied purpose that was carried out using the field method. The statistical population included all the librarians of the public libraries of Isfahan province in the year 1400 SH, numbering 357 people, from whom 185 librarians were selected as the research sample using a simple random sampling method. In order to collect people’s views, a researcher-made questionnaire was used; The content validity of the questionnaire was confirmed by several experts in information and Knowledge science, and the construct validity was measured and confirmed by second-order factor analysis using Smart-PLS3 software; The questionnaire’s reliability was measured using Cronbach’s alpha, which was found to be 0.95. For data analysis, SPSS software (version 22) and descriptive statistics methods such as mean, and standard deviation, and inferential statistics tests such as variance analysis, one-way t-test, one-way variance analysis test, Duncan’s post-hoc test and factor analysis were used.

The results showed that the level of preparedness of librarians and public libraries of Isfahan province in facing the COVID-19 disease with an average of 3.81 is significantly higher than the average, which is at an acceptable level and close to optimal. Preparedness for remote work with an average of 4.19 was the highest, and preparedness for job performance in cyberspace with an average of 3.36 was the lowest component of the readiness of librarians and public libraries of Isfahan province; There is no significant difference between respondents’ perceptions in terms of gender, age, work experience, field of study, and organizational position. Furthermore, there is a significant difference between the perceptions of the respondents regarding the readiness of public libraries in Isfahan province in facing the COVID-19 disease according to their educational qualifications and marital status. Respondents with associate degrees, as well as married respondents, have evaluated the level of preparation of libraries at a higher level than other groups. It is suggested that administrators train librarians and strengthen information technology infrastructure to strengthen the performance of cyberspace. Libraries need to formulate appropriate policies in order to increase the level of preparedness while facing crisis and infectious diseases, these policies and rules should be determined in the form of general principles before the occurrence of the crisis and at the time of the beginning of the crisis, and in crucial times, they should be used by adding minor items.

Originality/value: 

The results of the current research are important due to the emergence of the COVID-19 virus and the small number of researches conducted in this field, and it can lead to a greater understanding of the level of preparedness of public libraries and librarians and help library managers to get the necessary preparations against the risks affecting the optimal service to the audience through making appropriate policies and plans.

Organizational silence is a prevalent occurrence within companies, which can lead to serious adverse outcomes. Consequently, managers and researchers studying organizational behavior recognize it as a noteworthy challenge faced by organizations. The primary goal of this study was to predict and clarify the phenomenon of organizational silence by implementing positive leadership strategies and investigating the potential mediating effect of psychological empowerment.
For practical and managerial purposes, this study employed a combination of developmental instruments and phenomenology based on lived experiences in order to identify the sub-constructs of organizational silence. Additionally, a descriptive correlational design was utilized to investigate the relationship between variables. The statistical population consisted of all staff and faculty members at Farhangian University in the 9th district of Eastern Iran. Qualitative data were collected through semi-structured interviews with 26 participants selected up to theoretical saturation. Data were then categorized through theme analysis in four dimensions (context, causal, process, and intervention) and 10 components, including socio-communication, economic, organizational, political, cultural, informational, regulatory, managerial, human, and human resources. A 65-question questionnaire was developed based on these themes. In the quantitative part of the study, 180 people were selected using stratified random sampling according to Cochran's formula. The Kaiser, Meyer, and Olkin (KMO) index was used to investigate the adequacy of the sample, and the index for all data was over 0.6, indicating the adequacy of the sample data for factor analysis. The study utilized Cameron's Positive Leadership Questionnaire (2008), Spritzer and Mishra's Psychological Empowerment Questionnaire (1997), and a researcher-made Organizational Silence Questionnaire. The reliability of the instruments in terms of Cronbach's alpha was 0.94, 0.77, and 0.93, respectively. The convergent validity of the questionnaires was 0.86, 0.50, and 0.62, respectively. The data were analyzed using SPSS 24 and Smart PLS software.
The study investigated the model from two criteria, R2 and Q2 values, and the overall model of structural equations was evaluated using the "goodness of fit" criterion. The goodness of fit value was 0.324, and considering the three values of 0.01, 0.25, and 0.36, the appropriate fit of the overall research model was confirmed. The results showed a negative and significant relationship between positive leadership strategies (positive communication, positive human relationships, positive significance, and positive atmosphere) and psychological empowerment (meaningfulness, competence, self-determination, effectiveness, and trust) with organizational silence. Additionally, psychological empowerment plays a mediating role between positive leadership and organizational silence.
The study concludes that utilizing positive leadership styles and employee empowerment can effectively reduce employees' silence. Therefore, it is recommended that administrators at Farhangian University establish an environment that fosters employee growth and well-being. Managers can facilitate empowerment among their employees by taking into account their psychological needs, fostering trust and involvement, and delegating authority to grant independence and self-determination. Additionally, managers can provide positive and constructive feedback, establish positive relationships, and create a positive atmosphere to create a safe and comfortable environment for employees to comment more easily. At the organizational level, employees should have access to professional development programs. In general, dedicating resources to the enhancement and cultivation of positive leadership and employee empowerment can enhance the growth and efficiency of the organization through increased employee engagement and collaboration.

The outbreak of Covid-19 virus caused long-term closure of university libraries and increasd telework by librarians. This research has aimed to explore the impact of telework on their job satisfaction interms of communication, job promotion, awards, salary and benefits, supervision, job conditions, peerformance, coworkers, and desire to work remotely.

Views of librarians of three public universities in the Isfahan metropolitan area, namely Isfahan Medical Sciences University, Isfahan University of Technology, the University of Isfahan were sought. Out of the 118 staff  members of the three universities, 90 completed a researcher-made questionnaire based on the scale of Judge and Bono (2000). For analysis, statistical methods such as Pearson correlation, and multiple linear regression tests were used by SPSS 22 software.

Significant relationship was found between teleworking and job satisfaction (p<0.05). All components of job satisfaction were correlated with teleworking. The result of the multiple linear regression test showed that among the components of job satisfaction, only the "leadership component" can predict the teleworking (r<0.518).

Telework can lead to the improvement of services to users. Leadership component demonstrated greatest relationship with teleworking. Considering the importance the component in predicting telework, this research can help to make useful changes in organizations, especially in the management style of university libraries.

The purpose of this study was to investigate the application of knowledge management in Iranian Space Research Center based on Lawson model.

This research is an applied and descriptive survey. The statistical population of the study consisted of 450 employees of the Iranian Space Research Center in 2021, of which 207 were selected using Cochran's formula as a statistical sample. For data collection from the Lawson knowledge management standard questionnaire (2003)  with an Cronbach's alpha coefficient of 0.94 and to analyze data from univariate t-test, Friedman, analysis of variance, Kolmogorov-Smirnov  test with the help of the statistical software (SPSS 23), was used.

The rate of application of knowledge management (M=3.15) as well as the components of knowledge absorption (M=3.13), knowledge storage (M=3.73), knowledge dissemination (M=3.34) are above average level. And the rate of knowledge creation (M=2.99) and knowledge organizing (M=2.89) at the average level.

According to the obtained results, the amount of knowledge management implementation in the Iranian Space Research Center is above average level, except for the rank of knowledge application, which was below the average level. It is suggested that the managers of the Research Center, by focusing more on the application of knowledge and creating new work patterns, reduce the distance between knowledge and practice, and also pay attention to other components, and improve the level of knowledge management.

The current qualitative study aimed at identifying factors behind organizational trauma among the primary school teachers using an exploratory approach. To do so, 20 experts were interviewed and then the data were analyzed using content analysis method. Findings showed that discrimination and inequity, financial abuse, low level of welfare and livelihood, difficulty of assigned responsibility, disease and death, not being professional, tough conditions for occupational promotion, loss of quality, and personal problems (individual factors), politicization of education, insufficient budget and credit, weakness of management, recruitment of inefficient personnel, bureaucracy, lack of organizational support, centralism, poor performance evaluation and reward system, and inappropriate payment (organizational factors), unfavorable condition of workplace, neglecting the education, beneficiaries’ dissatisfaction and protest, teachers’ inappropriate socioeconomic position in society, the decline of education, students’ family problems, having unrealistic expectations of teachers, poor performance of media on the education (environmental factors), limited access to the technological requirements, the cost of technology, inability to utilize educational technologies, lack of appropriate support and utilization of available technologies, riskiness of technology and rapid technological growth and changes in education (technological factors) were recognized as the factors behind the organizational trauma among the primary school teachers. Using the results of this study, the educational policy makers and managers could think how to manage the phenomenon of trauma in the identified domains.

The purpose of this study is to investigate the relationship between knowledge management and organizational learning among public librarians in Fars province.

This study was conducted as an applied and descriptive-correlational. The statistical population included all librarians of public libraries in Fars province in 1400 (322 people), in which 175 librarians were selected as a sample by simple random sampling. In order to collect people's opinions, Bukowitz and Williams (1999) standard knowledge management questionnaire and organizational learning questionnaire based on Neefe theory (2001) were used. Data were analyzed using SPSS software version 22. Descriptive statistical methods such as frequency, percentage, mean, standard deviation, and in inferential statistics, Pearson correlation test and multiple linear regression were used.

The results of correlation coefficient showed that there was a significant relationship between KM and OL among librarians of public libraries in Fars province. Also, among KM’s components, knowledge production and consolidation and sharing had the most correlation with OL (respectively 0.900 and 0/898 correlation coefficients). Also, the result of multiple linear regression showed that there is a 100% common variance between KM and OL (ADJ.R2=1.000). The production and consolidation component is the strongest predictor for OL (Beta=0.197). This study showed that knowledge production and consolidation component (acquisition of required skills in accordance with organizational goals) and knowledge sharing (transfer and sharing of effective individual and organizational experiences) have the greatest relationship and impact on the promotion and improvement of OL.

The issue of knowledge management has been considered in public library literature in recent years. However, the relationship between knowledge management and organizational learning has not been studied much; in addition, the study of this issue in the public library librarians of Fars province has been specifically considered in the present study. The results of this research can pave the way for library managers to try to improve knowledge and knowledge management that has led to organizational learning by planning, appropriate policies, and providing standards.

The purpose of this study is to explain and identify the strengths, weaknesses opportunities and threats of Iranian higher education system, to facing with globalization.

A phenomenological, qualitative approach was followed. The research population included all specialists in the field of higher education in the transnational field. A sample of experts’ was sought out using a purpose sampling and selection method were critical case of Iranian experts and and included 19. Inclusion criteria were expertise in higher education, being a faculty member and the academic position were considered. As for data collection instrument, a semi-structured interview was used and the content validity of the questions was verified by 5 experts. Interview analysis was performed at two levels: content analysis and SWOT analysis. The codes were classified into organizing themes 96 and global themes 20 That 3 global themes were extracted in the strengths of the higher education system, 6 themes in the weaknesses, 3 themes in the level of opportunity and 8 themes in the level of threat.

Strengths: Managers' support for active globalization trends, intrinsic motivation of academics to be present on the world stage and the possibility of creating appropriate contexts and standards for a world-class university. Weaknesses: Inadequate response to local, national, regional and global strategic needs, Inadequate standards of educational, laboratory and facilities at the global level, lack of respect for human capital and unemployment of the educated, Inadequacy of rules and regulations in the field of exchanges, Inadequate criteria for attracting faculty members and graduate students and academic promotion, and Loss of cultural values of some faculty members. Opportunities: The impact of higher education systems on the political, economic, cultural and social structures of governments, the possibility of universities earning income from various sources, strengthening and improving higher education systems and interaction with each other and the view of international forums, governments and foreign universities on Iran as a country with a historical and cultural background. Threats: Restricting research on indigenous issues and values, Creating scientific indicators and international and global policies based on institutional theory, extensive recruitment of elites by developed countries and top universities, sanctions on some Iranian universities, damage to indigenous beliefs, culture and language, sanctioning some Iranian universities and ignoring the wise in the structure politic.The results of this research can be used by planners, decision makers and policy makers of the higher education system in order to review the educational, research and university services. Also, the findings of this research were used in compiling the documents of the scientific map of the country, determining the budget and the way of generating income of universities, and the indicators of hiring faculty members. It can also be used in quality indicators and in terms of the number of admissions of graduate students.

Organizational trauma has recently been considered in the field of organization and management. Organizational trauma is the traumas, injuries, shocks, and injuries inflicted on the organization and its pillars. Since the phenomenon of trauma is not limited to a specific organization and covers all organizational and work environments, it is necessary for researchers to regard it with a special and serious look. In this regard, the causes of organizational trauma must first be identified. For this purpose, the present study has been done qualitatively and using the synthesis research method. The research population includes all kinds of research conducted in Iran about organizational trauma and the studied samples are also articles with scientific-research rank published in internal databases from 2011 to 2020. Findings showed that the conceptual model of research includes 5 general dimensions of individual, organizational, environmental, technical factors, and separable goals. Policymakers and managers of organizations can use the obtained model to think of measures to manage the phenomenon of trauma.Organizational trauma has recently been considered in the field of organization and management. Organizational trauma is the traumas, injuries, shocks, and injuries inflicted on the organization and its pillars. Since the phenomenon of trauma is not limited to a specific organization and covers all organizational and work environments, it is necessary for researchers to regard it with a special and serious look. In this regard, the causes of organizational trauma must first be identified. For this purpose, the present study has been done qualitatively and using the synthesis research method. The research population includes all kinds of research conducted in Iran about organizational trauma and the studied samples are also articles with scientific-research rank published in internal databases from 2011 to 2020. Findings showed that the conceptual model of research includes 5 general dimensions of individual, organizational, environmental, technical factors, and separable goals. Policymakers and managers of organizations can use the obtained model to think of measures to manage the phenomenon of trauma.

The purpose of this study is to investigate the relationship between psychological well-being and work overload with the moderating role of perceived organizational support among librarians of public libraries in Isfahan province during 2020-2021.

This study is a descriptive correlational study with a sample of 202 librarians of public libraries in Isfahan province, who were selected by simple random sampling. In order to collect data, the questionnaires of Ryff’s Psychological Well-Being (1995), Spector & Jex Work Overload (1998), and Eisenberger and others’ Perceived Organizational Support (1986) were used. The reliability coefficients of these questionnaires through Cronbach's alpha were 0.92, 0.94 and 0.95, respectively. To analyze the findings, descriptive and inferential statistics, and Smart-PLS3 and SPSS software version 22 were used.

The results of correlation coefficient showed that the components of psychological well-being have a significant negative relationship with work overload (p < 0/05). The moderating role of perceived organizational support between these two variables was also confirmed. Findings also showed that the moderating variable of perceived organizational support has a significant effect on the intensity of the relationship between psychological well-being and work overload, as when there is high organizational support among librarians, their psychological well-being is higher and their work overload decreases.

 Examining the relationship between psychological well-being and work overload with the moderating role of perceived organizational support among librarians in public libraries in Iran and abroad has been very innovative, and so far, little research has been done on this issue. In addition, in the present study, the moderating role of perceived organizational support has also been considered. On the other hand, addressing this issue in the population of public libraries in Isfahan province makes the subject of this research novel. The findings of this study can pave the way for librarians and library managers to improve the desired work environment.

Considering the impact of fourth generation universities on social, economic and, cultural developments as well as the growth and development of local and regional communities, the main purpose of this article is to study the dimension and develop a fourth-generation university model for Iranian universities. The study was conducted within the framework of a qualitative approach and using the grounded theory strategy. The statistical population included experts and specialists in the field of higher education. Using the purposive sampling method, the required data was gathered through semi-structured interviews with 25 experts. The data analysis was performed using MAXQDA software and based on Strauss and Corbin design in three stages of open, axial and selective coding. To validate and review the results, they were given to the interviewees and then using the peer review technique by five experts of higher education, the validity of the research was confirmed. Findings showed that the component of responsible value-creating university as a central phenomenon, transformationalism and adaptability as causal factors, responsible leadership, development of professional skills of human capital and developer curriculum as action strategies, components of specialized and professional policy-making, culture responsible innovation culture and transformational structure were identified as underlying conditions, whereas; academic independence and developer financial models were identified as the intervening components of the fourth generation university. The main consequence of the interaction of all the mentioned components is regional development, which plays a vital role in the development and growth of the local and national community in areas such as: cultural, social, economic and environmental.

The aim of this study was to investigate the mediating role of work conscience in the relationship between organizational support of management and job conflict. The research method is applied in terms of purpose and descriptive-correlation in terms of data collection by structural equation method. The statistical population of the study included all school counselors in Isfahan in the academic year 1399-1400 to 420 people who were in Morgan table and 200 people were selected as a sample using random sampling method. Data were collected using the Perceived Organizational Support Questionnaire of Eisenberger et al. (1986), the Golt and Singh (2002) job conflict, and the work conscience of Costa and McCray (1992). The validity of the questionnaires approved by the experts and their calculation of Cronbach's alpha is acceptable. For data analysis, SPS software version 23 and LISREL software were used. Findings show that organizational support has a positive and direct effect on job conflict and work conscience, and organizational support through work conscience has a positive and direct effect on job conflict. Therefore, it can be concluded that organizational support and work conscience are important tasks related to job conflict.

The main purpose of this study was to investigate the role of the fourth generation university in regional development to achieve this goal, a qualitative approach and descriptive-analytical method were used. Potential participants in the study included experts and scholars in the field of higher education and academics and 25 of them were interviewed semi-structured based on purposive sampling method and theoretical saturation criteria. In order to analyze the data, MAXQDA software and Brown and Clark (2006) theme analysis technique were utilized. Through a six-step process (familiarity with primary data, creation of basic conceptual codes, search and recognition of selective codes, formation of sub-themes, definition and formation of main themes and review) analysis, 141 primary codes were identified, after reviewing and refining which, 82 selective codes were obtained. After reviewing and refining them, 12 sub-themes and 3 main themes were identified. The validity of the data was verified through a review by the interviewees. The findings showed that the fourth generation university (social university) provides the ground for regional development in three areas: socio-cultural, economic and environmental. In the cultural and social spheres, through social development, disseminating of regional values and identity, developing democratic thinking, creating social hope, and participating in civilization, and creating civic commitment plays a role in the development of the region. In the economic field, by creating a knowledge-based economy, the fourth generation university is a stimulant of productive and sustainable regional economy, the development of social entrepreneurship professional and skilled outputs is effective in the development of regions. Finally, in the field of environment, through encouraging a culture of environment preservation, environmental knowledge enhancement and development of environmental technologies, it causes regional development.

This study aims to formulate the concept of globalization and analyze how higher education system in Iran faces the phenomenon. Understanding the concept of globalization and its underlying layers may provide for a deeper insight into how this phenomenon has emerged in higher education system in Iran. A phenomenological, qualitative approach was followed. A sample of experts’ was selected using a purposive sampling way. Inclusion criteria were expertise in higher education, being a faculty member and, at least, one written scientific work in the field of globalization. Semi-structured interviews with nineteen experts ensured the theoretical saturation. The text of all the interviews was analysed first, and the interviews, which were based on the belief that "threat-focused globalization," were deconstructed using the causal layer analysis method. At litany layer, it is reflected in increasing unemployment rate, massive immigration of graduates, and the growing number of academic, published articles failing to address the indigenous issues or applications. System causes mainly includes conforming and emulating global systems and trends and adopting global scientometrics indicators to evaluate scholarly performance of entities. At discourse layer, globalization is manifested in training and developing students with Western mentality and instilling global processes into local universities. The experts hold that higher education system of Iran has not played a role in building the pillars of the huge mansion of globalization, as a proposed metaphor to describe the phenomenon.

The purpose of this study was to determine the effect of organizational intelligence and quantum management skills on organizational agility. This descriptive-correlational study was based on structural equations and the statistical population consisted of all principals of selected universities in Isfahan. The sample size was (N=165) people. The data collection tools were made of three Questionnaires Organizational Intelligence (Albrecht), quantum management skills (researcher made), and organizational agility capabilities (Sharifi and Zhang) whose reliability was estimated by Cronbach's alpha coefficient of 0.97, 0.92 and 0.93, respectively, and their content and construct validity and factor analysis respectively (Questionnaires) were approved. For analyzing data, correlation coefficient, regression and structural equation modeling were used. Findings indicated that organizational intelligence has significant positive and direct effect on organizational agility capability (P=0.001). Organizational intelligence has significant positive and direct effect on quantum management skills (P=0.001). Quantum management skills have significant positive and direct effect on organizational agility capability. Organizational intelligence (P=0.001) and Quantum management skills have significant positive and direct effect on organizational agility capability (P=0.001).

This study aimed to construct the synergistic leadership scale in Iranian universities and validate it in Isfahan's University.

From a methodological point of view, this research is a sequential exploratory mixed study.  A purposeful sampling method was used to collect information in the qualitative part. A semi-structured interview was conducted with 14 faculty members with executive experience and expert in management and leadership knowledge in the country's universities. However, an interview was deleted due to a lack of effective information. The interviews stopped with theoretical saturation. In the quantitative section, the statistical population was 650 faculty members of the University of Isfahan. The sample size was determined according to Krejcie and Morgan's table; it was done by stratified random sampling and the designed questionnaire based on the findings of the qualitative section was distributed among them. To determine the validity of the qualitative section, a re-study was used by peers and researchers and the reliability of this section was confirmed by theoretical saturation in the data collection stage and with retest reliability, which becomes 90%. And to determine the validity of the researcher-made questionnaire, content validity, divergent validity, and construct validity were used. Cronbach's alpha (0.951) was used to determine the questionnaire's reliability.

The analysis of the qualitative section was based on the grounded theory approach and the analysis was based on open, axial and selective coding. To test the validity of the questionnaire, exploratory factor analysis and confirmatory factor analysis, including construct validity, convergent validity, and divergent validity, were used, and for reliability, Cronbach's alpha coefficient and combined reliability were used. The results of factor analysis showed the optimal fit of each of the items with the factors. They showed that each of the load-bearing factors is a suitable factor to predict the questionnaire's main dimensions. As a result, the designed scale has high validity and reliability and can measure the realization of synergistic leadership in universities. Finally, as a result, the final form of the questionnaire was set as follows: causal factors through 11 items, coherent phenomena or synergistic leadership components through 8 items, context factor which appropriate for executing synergistic leadership through 12 items, Intervening factors through 7 items, strategies for executing synergistic leadership through 13 items, and The Consequences of implementation of synergistic leadership were measured through 12 items. Quantitative data were analyzed by descriptive and inferential statistics using SPSS and Smart PLS software. Due to the lack of native measurement tools for synergistic leadership, the designed questionnaire seems to be able to address this gap, Therefore, this questionnaire can be used in future researches on synergistic leadership in universities. Finally, the researcher explained the six factors of the paradigmatic pattern of synergistic leadership with their axial codes and provided practical suggestions for the realization of synergistic leadership in universities.

This study aimed to determine the structural equation modeling of the relationship between teachers' classroom management styles with the social skill dimensions and academic performance of elementary school students in Kermanshah.

The research method was descriptive-correlational. According to the Cochran formula, 394 students and 197 teachers were selected as samples. We used researchermade Classroom Management Styles (Shiravand, 2016), Social Skills (2004), and Pham and Taylor's Academic Performance Of Students (1998). The correlation between variables was performed to analyze the data using SPSS24, AMOS23 software.

The results showed that there was a positive correlation between the teachers' management styles and social skills (r = 0.37) and the positive correlation between social skills and students' academic performance (r = 0.55) and a positive correlation between teachers' Students' education (r = 0.45) at the level (p = 0.001) was statistically significant.

According to the obtained results, the teachers' classroom management styles have been influential on the students' academic performance, social skills, and the students' academic performance. The teachers' classroom management styles were also influential on the students' academic performance by emphasizing social skills, conversational skills, group activities, familiarity skills, self-regulation, crisis management, and conflict. An interactive and participatory management style has the most significant impact on social skills. The professional-oriented style has had the most significant impact on performance

The present study aimed to identify and validate the excellence human resource criteria among the staff of the Judiciary.

The nature of the research was mixed method and the research data in qualitative dimension were collected based on Snowball sampling and through semi-structured interviews with managers, experts and faculty members Specialized in the field of human resources (N=13). In the quantitative dimension, based on the method of clusters sampling, a sample of 410 people was selected from all managers, experts of the judiciary and research data were collected through researcher-made questionnaire. Reliability of data in qualitative dimension was verified by peer review and reliability of findings was verified based on reviewing of findings by interviewees. The content validity of the questionnaire was confirmed by experts and the reliability of the questionnaire was confirmed by Cranach’s alpha method (0.987).

Excellence human resource criteria among the Judiciary staff was determined in the form of Technical excellence criteria (job knowledge, professional competencies), Emotional excellence (personality traits, individual and organizational attitudes) and Skill excellence (perceptual abilities, communicational abilities, administrative abilities). Also the construct validity of the model of excellence human resource criteria was confirmed through confirmatory factor analysis (RMR= 0.017 ; GFI= 0.94).

Succession can be a powerful tool to strengthen and improve talent management and leadership, efficiency of forces, dynamism and change of organization into positive paths. Few organizations are able to take advantage of the succession program. The present study aims to recognize the challenges of success in education in a qualitative and exploratory approach. The statistical population consisted of all education managers and teachers in the Bayangan area of Kermanshah in 1397, which were selected using a purposeful sampling approach and theoretical saturation criterion in a total of 23 participants.The data were collected in a semi-structured interview and a deep review of the background and theoretical foundations and analyzed in a coding technique. The pluralistic strategy, the control of the members, the long contact with the environment and the review of the experts were used to obtain the validity of the data. Also, the reliability of the retest for interviews was 75/90 and the reliability between the two encoders was 71/64. The results of data analysis in the three stages of open, axial, and selective coding showed 16 main categories that were conceptualized in the form of a conceptual model including causal conditions , the pivotal phenomenon, the underlying factors, intermediary factors and the consequences the phenomenon of succession Explains the relationships between them.

Studies indicate that research misconduct has increased in higher education, therefore, it is necessary to identify the areas and factors affecting it, so that strategies can be introduced to reduce the research misconduct. Regarding the importance of the subject, the present study examines the factors related to research misconduct.

It is an applied descriptive-correlation research.The statistical population of the study consisted of all faculty members, senior students and Ph.D. Students of Isfahan University of Isfahan (Isfahan University, Isfahan University of Technology, Art University and the University of Medical Sciences) were 20487 that 377 person were selected as the statistical sample using using stratified sampling and through the Cochran sampling formula. A standard questionnaires were used to collect data. To analyze the data, structural equation modeling was used.

Results showed that weak monitoring has a positive relation with research misconduct. The results also showed that weak monitoring has a mediating role in the relationship between laws and regulations, organizational climate, structural barriers with research misconduct.

Based on the findings of this research, it can be said that many organizational factors (laws, regulations, organizational climate, structural barriers and poor monitoring) has a positive effect on research misconduct, which should be used to provide solutions to reduce these behaviors.

This research is intended to identify the key factors affecting employee productivity and to have an analysis of its situation in the staff members of Azad University of Qom and the University of Qom (2018). This is an exploratory research. In the qualitative phase of the research 15 experts of management selected through targeted sampling were interviewed until reaching theoretical saturation. The statistical population of the quantitative phase included 578 employees of Azad University of Qom and the University of Qom from whom 331 people were selected as the sample by stratified random sampling. The data of the qualitative phase were collected by a semi-structured interview and a researcher-made questionnaire based on the findings of qualitative.  The reliability of the questionnaire was 0.97. Productivity factors included organizational factors such as goals, training, human relationship, organizational culture, Job description, appropriate relation between job and the occupier, structure and management, and individual factors such as motivation, functions, personality, and value, as well as environmental factors such as social and economic factors. The results indicated that productivity factors were at a proper level with a mean of 3.26. Individual factors having a mean of 3.66 occupied a better level. However, organizational factors with a mean of 2.99 were at the lowest position. The results also indicated that there was a significant difference between staff productivity with relation to university, place of work, gender, work experience, and education level. Yet, no significant difference was observed with relation to the type of employment.

This research was conducted with the aim of identifying the shortcomings and the sources of problems in the professional performance of the teachers graduates from of teacher training university. This is a mixed method research with a combined approach and an explanatory plan, including a follow-up model. The statistical community in this study included 228 graduates of primary education from Shahid Sadoughi Campus of teacher training university of Kermanshah, Iran. The sample size in the quantitative research section was 145 according to Morgan's table which have been selected from the members of the community who have been in the field since October 2016. In the qualitative section, the samples are purposefully selected from the participants in the quantitative stage. The data collection tool was a combined questionnaire in the first stage and open interviews in the second stage. The validity of the questionnaire was approved based on the opinions of professors and experts and the reliability was confirmed through Cronbach's alpha (%86). The data collected from open and closed questions were answered in separate tables. Interviews with participants in groups of five, from people who the questionnaire addresses specific issues and executes people who did not have a problem at the time. One group was a more accurate explanation of the heterogeneous data obtained from the questionnaire on the effect of participants' discussion and interaction. In each interview session, in addition to the researcher a faculty member of the Department of Educational Sciences was present as a supervisor. After three interview sessions in groups of five theoretical saturation was obtained. However, in order to increase the validity, the fourth interview was conducted and a total of 20 participants participated in the interview. To validate the validity of the qualitative data, the results of the categorization of the interview data were confirmed by peers and interviewees has taken. The results of the questionnaires and interviews showed that the most important problems were perceived by the participants, In the process of professional performance was mainly in classroom management and administration, multi-grade and first grade teaching, specialized training and effective interaction with colleagues and parents of students. The source of these problems, according to the participants, is the lack of some practical course titles, Incompatibility of educational content with the existing realities in schools, poor teaching of some professors, Lack of connection to some of the courses offered by the university and has had problems in presenting internships at the university. The most important proposals agreed by the participants were general revision of the curriculum and educational content, presentation of practical courses such as classroom management, increasing the time and enriching internship programs and inviting professors with teaching experience in elementary schools.