سنجر سلاجقه

This research was carried out with the aim of redesigning the organizational structure with a service-oriented approach in accordance with the vision and mission of the National Bank of Kerman province. The existing research is applied in terms of purpose and its approach is mixed. In this way, first the qualitative part was with the Delphi method and then the quantitative phase was with the correlation method. The statistical population of the research includes two groups of experts and employees of the National Bank of Kerman in 2020, and the sample size of the qualitative part is 30 people and the quantitative part is 380 people. In the qualitative section, they were selected with a purposeful sampling method and in the quantitative section with a simple random sampling method. The tool for collecting information in the qualitative part of the scientific documents and texts published in written and electronic form and in the quantitative part was two questionnaires including a researcher-made questionnaire with 132 questions of the redesigned organizational structure with a validity of 0.87 and a reliability of 0.963, ns. The results of the research showed that the redesigned organizational structure has an acceptable fit. that this structure has six vices, including the information technology vice the service-oriented strategy working group, the banking operations working group, the information security working group, the informatics working group and the new service working group; Deputy of Organizational Affairs; Deputy Support , Deputy Branch Affairs ; Human resources deputy and financial affairs deputy

In the domain of human behavior, resilience is often considered a trait associated with character, personality, and the capacity to cope with adversity. In this article, resilience refers to the capability, flexibility, and the ability to regain composure or return to a normal state after encountering severe stress and challenges. The aim of this study was to present a model of occupational resilience among nurses in hospitals of Fars Province. This research, conducted as a survey-based study, employed a qualitative approach. In the qualitative phase, using content analysis methodology, data were collected and analyzed through interviews with experts and academic specialists in the field relevant to the research topic. The sample size in this phase could not be predetermined and sampling continued until theoretical saturation was reached, which occurred after conducting interviews with 11 participants. Participants were purposefully and voluntarily recruited for this study. Data were gathered through interviews, and the validity and reliability of the qualitative research were confirmed through appropriate coding. The findings of this study in the qualitative section led to the identification of seven antecedent categories, including individual factors, organizational factors, occupational factors, support, compensation and benefits, managerial factors, and training. Additionally, five consequent categories were identified: job satisfaction, empathy and interaction, commitment and responsibility, productivity and efficiency, and emotional regulation. This study can contribute to improving work conditions and enhancing the occupational resilience of nurses, and offers recommendations to managers and policymakers in the health care sector.

 The paramount concern within any organization is the efficacy of its human resources. This research was undertaken to examine the influence of power tactics on human resource performance, with particular focus on the mediating role of organizational participation within government departments in Kerman city.

This research was conducted with an applied purpose and utilized a descriptive methodology. The statistical population comprised all employees of government departments within Kerman city, from which a sample of 380 individuals was selected through stratified random sampling proportional to the size of each stratum. Data collection was performed using a questionnaire. For data analysis, the Pearson correlation coefficient, multiple linear regression, Sobel test, and structural equation modeling were employed, utilizing SPSS and AMOS software.

The findings indicated that the proposed model demonstrates an acceptable level of fit. Organizational participation served as a mediating variable in the relationship between various power tactics—including argumentation, friendship, coalition, negotiation, direct command, seeking support from higher authorities, as well as sanctions and encouragement—and human resource performance. Furthermore, organizational participation acted as an intermediary in the relationship between the components of power exercise and human resource performance.

The deployment of power exercise strategies within the workplace can serve as a foundational approach to enhancing human resource performance. Furthermore, by fostering employee cooperation and active participation, this performance can be further optimized, leading to increased organizational productivity.

 Conscious organizational forgetting is a critical factor in achieving successful employee development. The objective of this research is to identify the dimensions of human resource enhancement grounded in Islamic principles concerning conscious organizational forgetting among employees of governmental organizations in the city of Kerman.

This research employs a mixed-methods approach with a developmental-applied purpose. Data collection was conducted through library research and field studies, utilizing document review, expert interviews, and questionnaires as primary data collection tools. The qualitative statistical population comprised university faculty members, human resource management specialists, senior managers of governmental organizations, and experts in the field of Islamic organizational management. A total of 17 individuals were selected through purposive sampling. Data analysis was performed utilizing NVIVO and SPSS software.

The dimensions of human resource development in accordance with Islamic principles encompass organizational themes such as "employee empowerment rooted in Islamic values" and "spiritual and moral enhancement of employees." Conversely, the dimensions of conscious organizational forgetting include themes such as "achieving a competitive advantage," "organizational agility," "transformations in organizational performance," and "expansion of communication networks.

To achieve success in human resource development aligned with Islamic principles, it is imperative for managers to consider the implementation of conscious forgetting programs.

Due to the importance of green management in healthcare organizations, the present study was carried out to identify the components of green management in Shiraz public hospitals. The current research is applied and exploratory. The working method in the qualitative part included the basic context and also included structural equation modeling in the quantitative part. The research community was the employees of the administrative department of Shiraz public hospitals during the research implementation. The sample of the qualitative part included 14 people using a targeted method and the quantitative part included 320 people with simple random sampling. The data collection tool included semi-structured interviews and a researcher-made scale of factors related to green management. The research in the qualitative part was analyzed through coding based on Strauss' study and in the quantitative part by SPSS26 and AMOS24 software. Finally, the components identified in the qualitative section were categorized into (1 major theme) and sub-themes (4 themes) into operational concepts (20 concepts). according to the respondents, the components of work ethics can have a positive and significant effect on the establishment of green management in hospitals. As a result, managers are advised to pay attention to the role of the obtained components and also the central importance of work ethics to promote green management.

The sustainable development of the country requires the establishment and formation of the innovation system, knowledge-based industry and entrepreneurial university, and this depends on the relationship based on coexistence and mutual cooperation between the industry and the scientific system and higher education. So, attention to entrepreneurship and innovation in Iran has been taken into consideration at the same time as the fourth development plan, and over time, it has been mentioned in other high-level documents including the general employment policies notified by the Supreme Leader. Therefore, this study aims to provide a model for the implementation of the general policies of the higher education entrepreneurship ecosystem of the country based on the general employment policies of the Supreme Leader.

This research aims to predict women's career success considering their employment policies with the mediating role of the glass ceiling.

The statistical population of the research includes all female employees of Kerman University of Medical Sciences in 2022, with a sample size of 760 selected through convenience sampling. The data collection tools include three researcher-made questionnaires: women's employment policies with a reliability of 0.941, the glass ceiling with a reliability of 0.951, and the career success questionnaire with a reliability of 0.924. For data analysis, Pearson correlation coefficient and multiple linear regression were used.

There is a relationship between women's employment policies and their components with career success at Kerman University of Medical Sciences. The components of women's employment policies simultaneously explain 60% of the variance in career success. Knowledge enhancement, social support, career advancement, presence in managerial fields, organizational support, family responsibilities, competence, dignity preservation, and presence in political arenas are the best predictors of career success at Kerman University of Medical Sciences, in that order. The glass ceiling plays a mediating role in the relationship between women's employment policies and their components with career success at Kerman University of Medical Sciences.

The glass ceiling, as a structural barrier in the workplace, plays a significant role in determining the level of women's career success. Therefore, developing and implementing policies aimed at reducing or eliminating the glass ceiling can lead to improved career success for women in academic environments.

This study aimed to model the structural equation of academic research commercialization with an approach focused on the development of knowledge-based employment in the health system. This research is descriptive-survey in nature and employed structural equation modeling methods. The statistical population included managers of research centers, faculty members, deputies, and senior managers of medical universities and designated universities under the Ministry of Science. A simple random sampling method was used to select the statistical sample. In this study, a questionnaire was prepared, and responses were collected and analyzed from 400 managers of research centers, faculty members, deputies, and senior managers of medical universities and designated universities of the Ministry of Science. The purpose of data analysis was to examine the proposed research model in the form of a path analysis model and test the predicted relationships and connections within the model. The structural equation modeling method was used for causal analysis of the proposed model. Data processing was conducted using SPSS software. For qualitative data analysis, the grounded theory approach was used, and for quantitative data analysis, partial least squares (PLS) were utilized using Smart PLS software. The results indicated that the commercialization model of academic research with a knowledge-based employment development approach in the health system is valid and desirable. Commercialization of academic research in the medical andhealth fields plays a crucial role in promoting economic growth and creating knowledge-based employment. By bridging the gap between academia and industry, universities can transform scientific discoveries into innovative products and services that meet critical healthcare needs while simultaneously stimulating economic growth.

 

The present study aims to identify the key factors influencing human resource governance based on national culture in the public sector of Kerman City. 

The research, in terms of its objective, is applied and, in terms of its method, qualitative, using a descriptive and thematic analysis approach. The statistical population of this study included 30 academic experts and human resource managers of public sector organizations in Kerman City, selected based on the principle of theoretical saturation using purposive and snowball sampling methods and according to the inclusion criteria of the study. The data collection tool was a semi-structured interview. Data were analyzed using MAXQDA2020 software and the six-step thematic analysis approach of Braun and Clarke (2006). To ensure the validity and reliability of the findings, the four criteria of credibility, dependability, transferability, and confirmability as outlined by Lincoln and Guba were employed. 

Based on the semi-structured interviews, 11 overarching themes (legal factors, technological factors, economic factors, social factors, environmental factors, political factors, cultural factors, organizational and managerial factors, educational factors, individual factors, labor market factors, and the values of national culture), 68 organizing themes, and 144 basic themes were identified. 

The academic and practical contributions of this research lie in its focus on the factors influencing the establishment of human resource governance at the national level from an institutional perspective.

The purpose of this research is to design a general management model of employees with an emphasis on performance management. The current research is applicable in terms of purpose, mixed in terms of implementation (qualitative-quantitative), and descriptive-survey in terms of nature. The participants in the qualitative part include 13 professors and experts in educational management and education managers, sampling by a targeted method, and the statistical population in the quantitative part includes 300 people from all the education and training staff of district one of Kerman, 187 of whom were selected through the Cochran formula by simple random sampling method. The research collection tool is a semi-structured interview and a researcher-made questionnaire. To analyze the data in the qualitative part, the data-based method was used; and in the quantitative part, SPSS and PLS software were used. The data were analyzed in the qualitative part by open, central, and selective coding; 111 open codes (concepts), 19 central codes (dimensions and components), and 6 selective codes (main categories) were counted. The findings of the qualitative section showed that the main and core categories in the form of six dimensions of causal conditions, central phenomenon, contextual conditions, intervening conditions, strategies, and consequences were upgraded to a higher abstract level and finally the research paradigm model was presented. In the quantitative section, the general management model was approved.

to know the theory of green human capital from the western perspective and criticize it with Islamic ideology; The purpose of this research is

This study was conducted with a qualitative approach and a Meta-synthesis method in terms of its fundamental purpose. The seven-step method of Sandelowski and Barso (2007) was used in metacombination, the statistical population is 5128 scientific documents, which were selected after screening 27 articles. The articles were evaluated with the Critical Assessment Skills Program (CASP) and analyzed with thematic analysis.

From a scholastic point of view, this theory is based on the three foundations of secularism, subjectivism, and humanism; Capitalism, liberalism, feminism and greenism are its ideological foundations and its three pillars include; Individual, organizational and extra-organizational along with 15 components and 126 indicators have formed the superstructure of the theory.

In order to achieve the goals of the Iranian Islamic model of progress in the horizon of 1444, it is necessary to produce and apply the indigenous theory.

In recent years, problems such as lack of spirituality, psychological problems, depression, loneliness, sense of emptiness and futility, selfishness and mistrust have increased among the employees, and to solve such problems, spiritual leadership can save this cultural institution. be The purpose of this research is to design a model of spiritual leadership (dependent variable) according to the impact of organizational citizenship behavior (independent variable) and communication satisfaction (mediating variable). The research method is mixed and Delphi. A questionnaire was used to collect the required data. In this research, in the qualitative part, information was collected using a semi-structured interview and a questionnaire from a Delphi panel or experts, and the collected information was subjected to content analysis using the scientific method and through Maxqda software, and the components The results of that led to the production of a questionnaire in the quantitative section. This questionnaire includes 3 components of spiritual leadership, organizational citizenship behavior and communication satisfaction, 17 dimensions and 73 questions. The statistical population of the current research in the quantitative part is 240 employees of the public libraries of Fars, Kohgiluyeh and Boyer Ahmed provinces, who were selected by a one-stage cluster random method. It is necessary to explain that in order to collect the questionnaire information, two online and manual methods were used to collect the required information. Spss and Amos software were used in this section (quantitative) to analyze the data collected from the questionnaire. Results Both research variables, including organizational citizenship behavior (independent variable) and communication satisfaction (mediator variable) have a positive and significant effect on spiritual leadership.

Human capital and social capital are terms that originated from economics and other social sciences, respectively. In this regard, the aim of the current research is to evaluate the role of cooperatives in regional sustainable development based on the social capacity model in the General Directorate of Cooperatives, Labor and Social Welfare of Kerman province. The studied community in the qualitative stage were university managers, heads and professors, and their opinions about the proposed dimensions, components and indicators of the model, which were extracted from the theoretical foundations and background of the research, were used, and finally included 32 experts. are, the selection of the research sample in qualitative research is of the saturated and targeted type. The statistical population was a small part of experts and managers of government organizations in Kerman city who have at least an employment relationship (corporate, contractual, contract or official) with the mentioned ministry. In this research, to estimate the sample size, Morgan's table is used, which is finally 265 people, which was determined by stratified random sampling. This research is among the combined exploratory research and tool making model, which was implemented in two qualitative and quantitative stages. The current research is descriptive-survey and the data collection tool is a questionnaire. The results obtained show that the role of cooperation can improve social capacity through increasing regional sustainable development. It can be said that the variable role of regional sustainable development is partial mediation.

Today, many large organizations and developed countries have achieved remarkable success by following the patterns and models of human resource management. The purpose of this research is to identify and present the design dimensions of a sustainable human resource management model in the Ministry of Economy and Finance of Iran. In the qualitative part of this research, using the thematic content analysis method, 955 codes were identified using interviews with experts and 122 selected photos in Max QDA software, and taking into account the frequency, a total of 743 codes were extracted with frequency. Among the identified codes, the human capital theme (266 references), financial performance (103 references), green management (143 references), were among the most important codes identified, then in the quantitative phase, by applying the questionnaire extracted from the qualitative phase with the use of structural equations was initially used for data preprocessing and inferential analysis. In this research, according to the research background and final analysis in the field of sustainable human resource management, among the three dimensions of sustainability, namely social (472 references), economic (183 references) and environmental (269 references), the most important references they gave.

The purpose of the current research is the role of cultural dimensions of Islamic resistance discourse on sustainable human resource management with regard to the mediating role of intelligent leadership (Case study: Jahanshahr Resistat Kerman).

Man is a unique resource in the organization that has the power to think, judge and make decisions and is the designer and implementer of organizational systems and processes. Human resources are all the people who currently participate in the organization's work and can potentially participate in the future. There are also those who have helped in the past. This particular resource, unlike other resources, has needs and wants and can react. It cannot be treated in the same way as raw materials, assets or energy sources are treated. It should be managed differently. The understanding of sustainable human resource management in this research follows the idea that the underlying idea is that human resources are strategically vital for the organization and management.

Considering that all the activities of an organization depend on how to manage its resources, and human resources are the main core of all resources and the focus of attention of all managers, especially the human resources managers of the organization, therefore, this human resource should be considered as a valuable and irreplaceable factor. Instead, it should be managed in order to develop and strengthen. Several definitions of sustainability, organizational sustainability and sustainable human resource management have been presented. In technical terms, sustainability refers to the idea of "reproduction" and "self-maintenance" to ensure the long-term survival of the system. Sustainability of human resources will lead to sustainability of resources in an organization. In order to maintain its social legitimacy, the organization must use its existing and potential resources, and this is a sign of sustainable use of human resources. To reduce costs, some organizations have tried to reduce employees and reduce the workforce. Sacrifice.

This issue indicates the socially irresponsible use of organizational human resources. It can be interpreted both as a rare, valuable and irreplaceable factor to be developed and strengthened, and as a soulless production factor, with capital and physical resources to be exploited as much as possible and abandoned in Whenever it is not useful, it should be accompanied. Human power is considered as a valuable and irreplaceable factor for development, and this issue has increasingly become an important issue in management research in recent years. Manpower should be managed as a valuable and irreplaceable factor for development and strengthening. Several definitions of sustainability, organizational sustainability and sustainable human resource management have been presented. In technical terms, sustainability refers to the idea of "reproduction" and "self-maintenance" to ensure the long-term survival of the system. Most researchers in the field of human resource management believe that the capabilities and activities of human resource management can lead to high performance in an organization and this helps organizational stability in some issues such as competitive advantage, so that organizations Those who have positioned themselves correctly have superior competitive advantages over their competitors. Intelligent leadership in the organization must act in such a way that it can not only reduce the conflict between the goals of the individual, organization and society; Rather, it can develop the field of people's participation in setting goals, the field of voluntary action of employees, self-monitoring and finally learning, creativity and innovation in the organization. This is unlikely in the organization regardless of the aspects of the resistance discourse. . One of the most important and effective factors is establishing consensus, authority and improving the security factor of "Islamic resistance discourse" in various scenes, especially tourism. Based on this, the culture of resistance is considered one of the fundamental issues of tourism structure in Iran. The culture of the discourse of resistance can help Iran in the development of tourism and be a clear horizon for achieving economic growth in the country. In recent years, sustainable human resource management has increasingly become an important topic in management research. The purpose of these researches is to advance and collect conceptual and experimental researches as well as the opinions of experts in the concept of sustainability in the field of human resources, the design and development of human resources management systems, and the improvement of people's insight and the complexities and tensions between the dimensions of economic and social sustainability. And it is human. The current research method is descriptive-survey of correlation type. 141 samples have been selected. In this research, two library and field methods are used to collect data and information, and the data collection tool is a questionnaire. To analyze the data, spss software was used for descriptive statistics and pls software was used for confirmatory factor analysis. The results showed that professional ethics, service, humility and respect have an effect on field management and realism on intelligent leadership. It was also observed that intelligent leadership has an effect on sustainable human resource management.

The main purpose of this research is to transcend human resources based on education using meta-analysis approach. The present study is descriptive and practical in terms of usage and in terms of data type is considered as a quantitative research.

The study population consisted of articles published in scientific journals (scientific-research) management department of the Ministry of Science, Research and Technology in the field of human resources education during the period_(spring 2016 to spring 2022) that 10 cases were analyzed using non-random targeted sampling method as a sample.

The selected researches were analyzed using CAM2 neuroprocessor of comprehensive meta-analysis software. The reliability of the research included the reliability of identification through reviewers in selecting the necessary researches and classifications, the reliability of begging was measured through the agreement of the reviewers about the use of specific concepts by coding variables, reliability of the significance level and the size of the effect through agreement in the calculations of the effect size between the two analysts.

By reviewing previous studies, it was concluded that the most important educational outcomes including: performance, feeling of trust, social capital, attitude, promotion of order, professional development, knowledge sharing, efficiency, job performance, feeling of effectiveness, empowerment, skill, knowledge, sense of competence, job self-efficacy, sense of self-confidence and career success were reported and analyzed that numerous statistical organizations and communities in order to develop themselves using the training process to some of these outcomes were reported and analyzed. have been found.

The current research was conducted with the aim of the relationship between occupational creativity and job stress and job performance based on the mediation of job burnout in order to provide a suitable model.

The research method is based on practical purpose and qualitative data collection. The statistical population of the research was 12 managers and senior vice-presidents of Sarchashme Copper Company and Zarand Steel Company of Kerman province, as well as the community of experts. In order to reach the research model, specific data from the literature review and semi-structured interviews were coded and analyzed. In the first stage, 117 concepts were extracted from literature and interviews with experts.

The findings were integrated and categorized in the form of 16 basic concepts. Concepts for coherence and better analysis in the form of19more abstract concepts in 4 main dimensions including; Job creativity (with components: increasing job structural resources,increasing job social resources, challenging job demands, reducing delaying job demands), role stress (with components; role ambiguity, role conflict, role burdensomeness), inadequacy of resources),job burnout (with components: emotional exhaustion, depersonalization, physical fatigue, reduction of individual efficiency) and job performance (with components: ability, clarity, help, encouragement, evaluation, credibility and Customer results) were categorized with Max Quda software and consensus was reached among experts in the Delphi process.

The results showed that in the first round of Delphi, the Kendall coefficient was calculated as 0.862 and the dimensions were significant, and the chi-square coefficient was equal to 683 and is close to the acceptable level. In the second step, Kendall's coefficient was calculated as 0.807 and chi-square coefficient was 670, which indicates a high agreement between the experts about the components

Emphasis of organizations on the tactics of exercising power and organizational participation can be beneficial to the sustainability and performance of human resources. The aim of this research is modelling the role of tactics of exercising power and organizational participation in the sustainability and performance of human resources in the government offices of Kerman city.

The current research is applied and correlational in terms of descriptive method. The statistical population includes 380 employees of government organizations in Kerman, who were selected as a sample using stratified random sampling. The data collection tool included a questionnaire whose validity and reliability was confirmed. In order to analyze the data, structural equation modeling was used using SPSS and AMOS22 software.

The findings showed that there is a direct and meaningful relationship between the tactics of exercising power and organizational participation with the retention and the performance of human resources. The model has an acceptable fit.

In order to retention and improve the performance of human resources, managers should make the right decisions in choosing the right tactics for exercising power and the level of organizational participation so that they can achieve effective results in the organization.

Purpose of this research is to evaluate the role of cooperation in regional sustainable development based on the social capacity model and it was done in a mixed (qualitative quantitative) way. qualitative part was conducted using the Foundation's data approach with 15 experts in the field of development and cooperation and targeted and snowball sampling. In qualitative part, after 3 stages of open, central and selective coding, model including 6 main categories, 45 sub-categories and 260 concepts was presented. In the quantitative part, PLS approach was used to validate the model. statistical population of this research is the Ministry of Cooperation, Labor and Social Welfare and its affiliated organizations, and General Administration of Kerman was selected. the number of experts, assistants and managers of this General Department is 250 people, all of whom were selected as research samples. To collect data in the quantitative part, a researcher-made questionnaire based on a model containing 45 items were used in the form of 5-point Likert scale. results of the quantitative section showed that the causal conditions had an effect on the central category and intervening conditions, the contextual conditions and the central category had an effect on the strategies; Also, strategies affect the consequences of evaluating the role of cooperatives in regional sustainable development based on the social capacity model of the General Directorate of Cooperatives affects work and social welfare in Kerman province. The results show that the model of this research is suitable for the awareness of managers in the field of concepts and categories affecting the evaluation of the role of cooperation in sustainable regional development based on the social capacity model.

This research was conducted with the aim of "designing a comparative model of the antecedents and consequences of organizational silence in the Court of Accounts of the country under study: six regions". For this purpose, the method of this research is mixed in terms of practical purpose and in terms of data collection, in the first qualitative part of the phenomenological method and in the second part of the descriptive-surveying quantitative method. In the qualitative phase, to identify the antecedents and consequences of organizational silence in the country's Accounts Court, a semi-structured in-depth interview technique was used with key informants and experts in this field. At this stage, the upstream documents and existing written documents were analyzed and classified, and the background was extensively examined. Then, using the semi-structured interview technique with a number of knowledgeable and opinionated people, the required data regarding the components and indicators were collected. In this way, the analysis and extraction of concepts from the interviews continued until reaching theoretical saturation, and then the concepts were extracted and categorized, and the relationship between the categories was determined. In this stage of the research, according to the indicators obtained from the previous stage, a researcher-made questionnaire was prepared and tested in the target statistical sample. The statistical population in the qualitative part, including two parts, the first part, included managers and deputy heads of departments of six regions, 40 people were selected purposefully and after interviewing 31 people, theoretical saturation in data collection in the Court of Accounts It was achieved and the second part was scientific documents, books, reports and scientific articles at the national and international level. The statistical population in the quantitative section was 1000 employees of the six district offices of the State Accounts Court, and 278 people were randomly selected as a sample using Cochran's formula. In the qualitative section, 110 key codes were identified in the antecedents section, and then by merging similar items and removing repeated items, 32 formulated meanings were obtained. Then the extracted expressions were conceptualized in the form of two clusters (organizational factors, management factors). In the part of determining the suffixes of organizational silence, 92 codes were identified, and by merging similar cases and removing repeated cases, 34 formulated meanings were obtained, which were conceptualized in the form of two clusters (individual factors and social factors). In the quantitative part, the results of the one-way analysis of variance test showed that there is no significant difference between the groups in terms of organizational silence. The results of the factor analysis which was done by PLS software also showed that the measurement scale in all factor analysis indicators is at a desirable and acceptable level; Therefore, it can be concluded that the measurement tool is of suitable quality and the factors and components of the questionnaire were well capable of measuring organizational silence.

The present research aims to design a career path model with regard to the impact of green human resources and social responsibility in the General Department of Cooperative, Labor and Social Welfare of Fars province, based on a mixed study and with a sequential-exploratory approach. The statistical population of the research includes academic experts and experts in the field of human resources management in the General Directorate of Cooperation, Labor and Social Welfare of Fars Province. Data analysis in the qualitative part was analyzed by Delphi method and Maxqda software, and the results led to the production of a questionnaire for the quantitative part. This questionnaire includes three components of career path in seven dimensions, green human resources in seven dimensions and social responsibility in four dimensions, 18 dimensions and 84 questions. The statistical population of the present research in the quantitative part is 190 employees of the General Administration of Cooperative, Labor and Social Welfare of Fars province, who were selected from among the 375 employees by one-stage cluster random method. It is necessary to explain that in order to collect the questionnaire information, two online and manual methods were used to collect the required information. Spss and Amos software were used in this section (quantitative) to analyze the data collected from the questionnaire. Results Both variables of the research, including green human resources (independent variable) and social responsibility (moderating variable) have a positive and significant effect on career path work.

This research was conducted with the aim of comparative investigation of the relationship between organizational culture and organizational health in Iran's state-owned companies in order to provide a suitable model. First, the components of each of the variables were identified according to library studies and then confirmed using experts' opinions. According to the purpose, this research was developmental-applicative. The data collection method was a combination of library and field studies. First, the components of organizational culture were identified through library studies and confirmed by using the Delphi method and asking the opinions of research experts. The statistical population of this research includes two groups of experts and employees of the Gas, Water and Urban Wastewater Company of Kerman province. One-sample t-test, two-sample t-test and structural equation modeling were used to check the hypotheses. 25 spss and Smart pls3 software were used for data analysis. The results of the comparison showed that from the point of view of the experts, the components in the two statistical communities were not different, and with the same components, the organizational culture in the two companies can be measured, but the organizational culture in the two companies had a significant difference. Also, the results showed that there was a positive relationship between the organizational culture and its components: collaborative culture, identity culture, adaptability culture, mission culture and organizational health in the city gas and water and sewage company of Kerman province.

Today, tourism is one of the leading sectors in the global economy and includes a huge source of income, job creation, cultural exchanges, etc. On the other hand; Tourism managers believe; Human resources and its management is an effective factor in success, therefore; The city of Kerman, having a vast historical background, is now one of the effective bases of the discourse of Islamic resistance and the burial place of General Martyr Soleimani; It can accommodate historical-religious tourists.

The method of this research is descriptive-survey of correlation type. In the qualitative part, the cultural dimensions of the discourse of Islamic resistance are known using the exploratory approach. The statistical population includes all managers, employees and tourism activists of Kerman city, which due to the high volume of the population using Cochran's formula and at the error level of 5. The number of statistical sample is estimated to be 384 people. SPSS software was used in the descriptive statistics section and PLS software was used for confirmatory factor analysis so that the data could be properly analyzed. MAXQDA software has also been used to achieve the cultural dimensions of the Islamic resistance discourse.

The cultural dimensions of the discourse of Islamic resistance include; Idealism, professional ethics, humility and respect, service, field management, national identity and realism. also; Dimensions of sustainable human resource management include; Health promotion, education, self-responsibility, stakeholder perspective, performance management, competitive advantage and innovation.

There is a positive and significant relationship between the cultural aspects of the discourse of Islamic resistance and sustainable human resource management in the field of religious tourism, therefore; It is suggested that tourism managers use the obtained concepts to introduce Kerman as a world city of resistance and an exemplary model in religious tourism.

This research aims to identify the components of organizational structure redesign and service-oriented approach in the National Bank of Kerman province and determine the status and relationship of each of them with each other. The existing research is a descriptive research of correlation type in terms of practical and developmental purpose and in terms of method, the statistical population of the research includes all the employees of the National Bank of Kerman province in 2019 in the number of 435 people, of which 380 people are available through sampling method. was selected. The data collection tool includes two researcher-made questionnaires, including a 132-question organizational structure redesign questionnaire with a validity of 0.87 and a reliability of 0.963, a 72-question questionnaire for a service-oriented approach with a validity of 0.73 and a reliability of 0.965. To analyze the data, one-sample t-test, Pearson's correlation coefficient, multiple linear regression and structural equation modeling were used using SPSS and AMOS22 software. The results of the research showed that the components of organizational structure redesign and service-oriented approach in the National Bank of Kerman province are in a favorable condition. There is a significant and positive relationship between the redesign of the organizational structure and the service-oriented approach in National Bank. There is a significant relationship between the organizational structure redesign components (information technology affairs, organizational affairs, support affairs, branch affairs, human resources affairs and financial affairs) with the service-oriented approach in National Bank.