سید علی اکبر احمدی

Enterprise Resource Planning System or ERP for short includes a wide range of activities that lead to improved organizational performance by organizing all data and processes of an organization in a single solution and by creating a regular, continuous and accurate database. The main goal of this technology is to penetrate information technology in all stages of an organization or business activity so that different resources can provide an integrated output through logical exchanges between themselves. The purpose of this study is to investigate the impact of the enterprise resource planning system on organizational performance in the CES consortium for the construction of the Bushehr Petrochemical Complex. The main variables include: management support, organizational structure, information sharing, organizational culture, process improvement, and employee satisfaction for the enterprise resource planning system. Data were collected through a questionnaire and distributed among employees who had direct contact with the ERP system (IFS software). The findings of this study confirmed the positive and significant impact of ERP on productivity.

The purpose of this research is to design a model of factors affecting the development of human resources in the National Company of Southern Oil Regions. In terms of purpose, this research is applied, and in terms of research method, it is a mixed type of research. In the qualitative part, first, by conducting theoretical studies, the factors affecting the development of human resources in the National Company of Southern Oil-Producing Regions were identified from a conceptual perspective. Then, in order to collect the required information, 25 experts familiar with the subject were asked to answer the questions. In the quantitative part, 341 official employees of the National Company of Southern Oil-Producing Regions were selected as the sample size by random sampling method. The method of determining the validity of the questionnaire is also formal and content. Based on the findings of the research, 7 main components and 88 sub-components were identified, the main components of which are recruitment and employment of human resources, training of human resources, management and performance evaluation of human resources, management of processes, management of human resources systems, management of talents and They are succession management. The results showed that there is a positive and significant relationship between the 7 main factors and the design and optimization of human resources management. After examining the fit of the measurement part and the structural part of the model, it can be said that the overall fit of the research model is very appropriate and approved.

The aim of the current research is to explain and design mentoring in order to improve human resources activities in the National Company of Southern Oil Regions. The current research is of mixed type (qualitative-quantitative). In the qualitative part, the necessary factors and infrastructures of the model were identified through interviews with 11 experts who were selected using the snowball sampling method; and in the quantitative part, the community consisted of 105 experts and human resource managers of the southern National Petroleum Regions Company, and stratified random sampling method was used. In the qualitative stage, the theme analysis method is used. Experts' opinions were used to check the validity of the qualitative data collection tool, and thematic analysis was uded to check the reliability of the findings. MAXQDA 10 software was used to analyze the qualitative data; and in the quantitative stage, data analysis has been done through questionnaires and structural equations using SPSS, SmartPLS software. Based on the results of the research, 16 themes and in fact the necessary infrastructures for the design of the model were obtained, which are: organizational communication, mentoring evaluation, organizational trust, organizational training, employee development, organizational commitment, employee empowerment, employee socialization, organizational structure, organizational factors, knowledge management, career path management, human resources management, organizational implementation barriers, organizational performance results, and mentor's individual characteristics. Finally, based on the obtained results, the mentoring model was designed in order to improve human resources activities.

In every organization, there are staff whose behavior and ethics are different from others and their presence causes harmony in the work environment to be disturbed. It is more difficult to control and manage these employees than other employees. These employees are known as "Difficult Employees" in organizations. The way managers face such people in the workplace is one of the criteria for judging others about managers' managerial abilities and leadership style. One of the new leadership styles in today's era is the patriarchal leadership style. By reducing the distance between himself and the employees, patriarchal leadership creates a sense of trust and effective communication among employees, and by reducing psychological and inappropriate pressures on employees, it leads to a reduction of stress and anxiety in the work environment, and finally, it improves the capabilities of employees in the work environment. The current research seeks to determine the effect of patriarchal leadership style on the management of "Difficult Employees", considering the mediating role of psychological empowerment and psychological well-being of employees.

Design/Methodology/Approach: 

The current research is applied in terms of purpose, descriptive-correlative in terms of the nature of the method, and field research (survey) in terms of data collection. The spatial territory of the current research is Ilam City and the statistical community of the current research includes managers (high, middle, and operational) of government organizations in Ilam City, according to the statistics published by the Ilam governorate, their number is equal to 600 people; Therefore, using simple random sampling method, a total of 234 people were selected. The data of this research were collected through a standard questionnaire package, which includes a patriarchal leadership questionnaire with 10 questions, a psychological empowerment questionnaire with 6 questions, a psychological well-being questionnaire with 6 questions, and a problematic employee management questionnaire with 8 questions. The content validity of the questionnaires was confirmed using experts' opinions and its reliability was confirmed using Cronbach's alpha coefficient. The data analysis tool is structural equation modeling.

The results show that patriarchal leadership has a direct, positive, and significant effect on the management of "Difficult Employees". Also, patriarchal leadership through the variables of psychological empowerment and psychological well-being has an indirect, positive, and significant effect on the management of "Difficult Employees", and the mediating role of the two variables of psychological empowerment and psychological well-being in the influence of patriarchal leadership on the management of "Difficult Employees" has been confirmed.

Patriarchal leadership has an interesting effect on the management of problematic employees, and this effect is strengthened by the presence of psychological empowerment and psychological well-being of employees. Patriarchal leaders can help improve the empowerment and the psychological well-being of employees and ultimately, improve organizational performance by creating human relationships, valuing and acknowledging, supporting and paying attention to needs, encouraging work-life balance, and creating a positive organizational culture. Leaders of organizations should spend more time on the work and personal life of their followers and try to create a balance between the work and personal lives of people and in this way, achieve a closer relationship with employees. A closer relationship with employees allows leaders to benefit from the constructive suggestions and opinions of informed employees when necessary. Also, showing attention to employees' family members and helping employees in times of need, including times of illness and financial problems, can establish a better relationship between the leader and the follower. In these situations, employees expect understanding and help from their leaders, and if the leader understands this need, they will get the employee's support, and the employee will rush to the leader's help when needed.

Despite the importance of human resources in organizational growth, development and growth; In many organizations, their constructive role is not paid attention to. In such organizations, employees remain silent in the face of problems and do not comment. Based on this, the researcher is trying to develop a pattern of factors that reduce organizational silence in government agencies.

This research has been done in both qualitative and quantitative ways. In the qualitative method, with the help of the interview tool and the use of the judgment method, it has been tried to identify the factors that reduce organizational silence in government organizations, and based on this, the research model is formed. Then, a quantitative method with the help of a questionnaire was used to test the model. Thus, the questionnaire designed based on Cochran's formula was distributed among 140 employees of 5 executive bodies of Ilam province. The data collected using statistical analysis software and its results are published as follows.

personal factors with three selection codes of personal variables, personal beliefs and personal motivation; Social factors with four selection codes of appropriate cultural background, progress, development of teamwork culture, non-judgement and organizational and management factors with six selection codes of appropriate structure, job components, organizational participation, managers' behavior, organizational justice and organizational voice culture, as Factors reducing organizational silence were identified.

After the analyzes done; Organizational and managerial factors were determined as the most important factors reducing organizational silence.

The current research was conducted with the aim of providing a model of return on investment in the training of employees in the petrochemical industry. This research was based on an empiricist philosophy, fundamental from the goal point of view, and with a deductive-inductive approach with a mixed research method. The research data in the qualitative part was collected through interviews with 17 management professors (theoretical experts) and managers of the petrochemical industry (experimental experts) who were selected by purposive sampling. Also, the indicators identified by fuzzy Delphi method with the participation of qualitative department experts were validated and prioritized by fuzzy Swara method. Finally, the final research model was presented. To achieve the objectives of the research, by analyzing the interviews with experts, a set of useful indicators of return on investment in employee training was identified. The main categories of this research are indicators of return on investment in employee training, grouped in the form of eight main categories: organizational infrastructure, strategic alignment, training and development of human resources, incompatibility of human resources, employee empowerment, process-oriented strategy, return on investment to Company, and gain competitive advantage. The findings have shown that training and development of human resources is an underlying variable that affects the empowerment of employees and process-oriented strategy. In the meantime, it is important to strengthen the organizational infrastructure and create strategic alignment to achieve return on investment in employee training. By implementing the mentioned items, the return of capital to the company and gaining a competitive advantage will be achieved. The ranking of indicators of return on investment in employee training with the Swara Fazi method showed that the support factors of senior management, informing employees of the results of training goals, continuous training with wide applications are of the highest importance.

With the revelation of the determining role of calling at work as an internal and non-organizational factor (response to an internal call) in understanding the attitudes and behaviors related to work, the attention of researchers has increased to this concept. The aim of this study was to investigate the effect of suitability of employed and job on calling at work in welfare organization in Zahedan. This research is applied in terms of purpose and in terms of research method is among the descriptive-survey research, in which the required data was collected using a researcher-made questionnaire, whose validity was confirmed through content validity and reliability by Cronbach's alpha coefficient. The statistical population of this study was all employees of welfare in Zahedan that based on Cochran's formula and using simple random sampling, 130 people were selected as the sample members and the questionnaire was distributed among them. Also, Smart PLS 4 software was used to analyze the research data. Finally, the findings showed that suitability of employed and job has a positive and significant effect on calling at work (Non-organizational mission).

As a key and influential organizational issue to utilize the employees’ intellectual power and thoughts, their participation has become a competitive advantage. Given the considerable achievements of the positivism perspective, such as positive organizational behavior in the organization, the present research was aimed at designing the model of attracting employees’ participation in the organization with an emphasis on positive organizational behavior. The data was collected in the first stage through interviews with18 of experts and scholars in the management field (academic) were chosen by a purposive sampling method and with using Delphi method and in the second stage through a questionnaire.the statistical population of this research included 305 employees working for the Vice-Chancellor for Resource Management and Development of Shahid Beheshti University of Medical Sciences, and the statistical sample was calculated equal to 170 individuals through using Cochran’s formula. The fitting of the research model was done using confirmatory factor analysis and structural equations and using SmartPLS3 software. The results revealed a significant relationship between structural factors, behavioral factors, positive organizational behavior factors, environmental factors, and attracting employees’ participation. Furthermore, employees’ participation affects their job satisfaction, organizational commitment, and empowerment. According to the results of this research is suggested shahid Beheshti University of Medical Sciences can do things such as creating a suggestion system, reducing centralism in the organization, adjusting the formality of the organization, sharing information, creating motivation in employees, creating a supportive organizational atmosphere, strengthening the positive attitude of managers towards participation, developing employees' self-efficacy, increasing hope and development Optimistic style in the work environment should be used to attract the employees’ participation

The purpose of this research is to design a succession management model in the (NISOC). This research is applied in terms of purpose and in terms of method, it is a mixed type. In the qualitative part, by conducting theoretical studies, including reading books, theses, domestic and foreign articles, and databases, succession management approaches were identified from a conceptual perspective, and then 25 experts were asked to answer the questions in order to collect the required information. Sampling was done in the qualitative part by the targeted method and in the quantitative part by the random sampling method, and 341 people were selected from the official employees of the (NISOC). The method of determining the validity of the questionnaire is form and content. Based on the findings of the research, two individual and organizational dimensions with 10 components were identified for the concept of succession management.

Ethical interactions of employees with the client is an important issue in organizations. Therefore, the present study was formed with the aim of identifying the ethical principles of social capital for employees of government organizations in Iran from the perspective of Nahj al-Balagheh ethical teachings.               

The method of this qualitative research was theme analysis. The study population included all researchers, professors and experts in Islamic and Nahj al-Balagheh management, from which 9 people were selected as a sample by deliberate sampling. The data collection tool was a questionnaire based on the text of Nahjul Balagha and finally the data were analyzed by coding method and MAXQDA software.

The retest reliability and double-coder reliability have been determined as 93% and 86%, respectively. The results of the research indicate the identification of ethical principles: 1- Fairness towards subordinates and clients 2- Criticism and accountability of managers and superiors 3- Tolerance with clients and subordinates 4- Cooperation and Helping colleagues and clients 5- Humility and humility towards clients and subordinates 6- Avoiding backbiting and undermining colleagues 7- Avoiding backbiting and gossiping 8- Trust and goodwill towards clients and colleagues 9- Compliance The code of ethics towards clients and colleagues is 10- Avoiding flattery and flattery towards managers and superiors 11- Avoiding exaggeration and exaggeration of work.

Discussing the plan of honoring and observing ethical principles in dealing with the client is one of the important issues that is raised in government agencies today. Respecting the client and gaining the satisfaction of the people is one of the important goals in the administrative systems of the Islamic system, and according to Islamic teachings, those who are in the service of the people and are always in contact with them, deserve it in terms of behavior. And they have followed the actions of the infallible Imams in their actions, movements and residences, in order to both please God and provide the people with satisfaction.

With the expansion of urbanization in the past few decades, many lands of military centers have been located inside or within the main limits of cities, and in some cases they have turned into abandoned areas, most of which have vast areas with a historical background. Under the condition of correct implementation of regeneration plans, they will become the basis for local, regional and even national sustainable growth and development. This research is aimed at identifying and prioritizing regeneration strategies of such lands in three parts: first, it deals with the identification of regeneration strategies and effective criteria by reviewing previous researches, second, with a case study of Army Barracks 06 in Pasdaran Street, to determine regeneration strategies and evaluation criteria with The help of SWOT analysis and experts' judgment is given, and in the third part, through the distribution of pairwise comparison questionnaires and using the Analytical Hierarchy (AHP) method, it deals with prioritizing and weighting the strategies and criteria. The results show that the "regeneration based on innovation" strategy significantly covers the quality measurement criteria and can be considered by decision makers as the best strategy in the regeneration of such lands, the next strategies include mixed regeneration, profit-oriented and heritage-oriented. The criteria of "sustainable economic development" and "benefiting the city and the surrounding context" also gained the most weight based on the paired comparisons of the respondents. Also, the weight of the criteria of "Strengthening Tangible Assets", "Integrated Planning" and "Strengthening Intangible Assets" also shows that regeneration strategies should provide various aspects of development in such lands, including the preservation and promotion of natural resources and historical buildings, the appropriate combination of functions and the integrity of the plan. promotion of local identity, social capital and cultural heritage.

The purpose of this study was to explain the mediating role of organizational justice in the relationship between job insecurity and burnout, especially in crisis situations. The research is of applied nature using the descriptive-survey method. The statistical population of the study was the staff of Tabriz Tractor Manufacturing Company with 281 people who were stratified through stratified random sampling method. Three standard questionnaires of job insecurity, burnout and organizational justice were used to collect the data. The validity of the questionnaires was assessed using confirmatory factor analysis and their reliability was assessed by Cronbach's alpha. Structural equation modeling was used to analyze the hypotheses and the data were analyzed by PLS software. Other related studies suggest that individuals experienced a significant burden of mental health as a result of job insecurity in the midst of the COVID-19 epidemic. This study revealed that organizational justice can have a moderating effect in such crises and reduce the negative impact of job insecurity on burnout and consequent disorders. In particular, the procedural and interactional dimensions of organizational justice have the most inverse effect on burnout. Thus, the role of organizational justice in modifying employee burnout, especially in crisis situations, similar to the current situation resulting from the Covid-19 pandimic crisis, is important.

The purpose of this research is to design a model of talent management in the National Iranian South Oilfield Company. This research is applied in terms of purpose and mixed type of research in terms of method. In the qualitative part, by conducting theoretical studies including the study of books, theses, articles, and databases, talent management approaches were identified, and then 25 experts were asked to answer the questions in order to collect the required information. Sampling was done in the qualitative part by the targeted method and in the quantitative part by the random sampling method, and 341 people were selected from the official employees. The method of determining the validity of the questionnaire is formal and content. Based on the findings, three dimensions of recruitment with six components, retention with three components and talent development with two components were identified for the concept of talent management.

Today, productivity plays an important role in the economic development of countries. Infact, attention to productivity has gone beyond a choice; it has become a necessity. This study aims to identify the antecedents of organizational productivity based on the theory of new institutionalism. This research is developmental in terms of purpose. For this purpose, after searching the databases, in the period between 1998 to 2022, 671 articles in the field of productivity were evaluated and finally 65 articles were purposefully selected and analyzed. Based on the final research framework, organizational productivity antecedents based on the new institutionalist theory were classified into two main categories and eight sub-categories. The main categories resulting from the research results are: inter organizational antecedents and institutional antecedents. Interorganizational antecedents include five sub-categories of leadership and productivity management, organizational strategy and policy towards productivity, employees, organizational resources and organizational processes, and institutional antecedents include three sub-categories of legal / mandatory requirements, normative requirements and imitation / professional requirements. The obtained framework can be used for strategic planning in the field of organizational productivity.

In the world of competition, manpower can be the most important advantage of an organization and the main factor in developing and increasing performance in the collection. Organizations are just trying to create the best facilities for maximum performance and effectiveness. In some organizations, despite the efforts of the organization to provide the necessary facilities for employees, not only the performance does not increase; On the contrary, the phenomenon called organizational climate inversion is spreading in organizations. This study tries to identify the factors affecting the inversion of the organizational climate. The present study is descriptive in terms of developmental purpose and survey method in terms of method of data collection; It has used fuzzy Delphi and Exell software to analyze and achieve its goals. The difference of less than 0.2 between the definitive mean of stages 1 and 2 and the high degree of consensus of experts on the effective factors confirm the validity of the factors being measured. Given that this research has been done to develop a new theory, we have tried to use fuzzy Delphi, experts'' opinion to reduce ambiguity about components and factors and increase the validity of selected factors. The results show that 19 factors affect the inversion of the organizational climate. Based on the results, increase in the of the organization''s hardware factors has been identified as the most important factors affecting the inversion of the organization''s climate. It is recommended that facilities be calculated and assigned to specific individuals to prevent organizational inversion.

Implementing a grooming system can manage time, quality and capital by creating a regular, disciplined and clean work environment. Organizations have to consider and implement various factors in order to adopt a beautiful face. Given that organizational neatness has many benefits, public and private organizations have tried to use it, but insufficient attention to the philosophy of neatness and its compliance with organizational elements has caused neatness not to flow as it should in organizations and despite spend money and time, they did not succeed in this field. Most of the researches have introduced and explained Five S as a technique and tool and various organizations including the statistical community mentioned in this research have tried to implement it and benefit from it. However, implementing neatness in the organization requires identifying the components affecting this process and recognizing the relationships between them, and mere attention to the Five S technique cannot make organizations successful in achieving their goals in this area.

In this research, we tried to close this research gap and introduce the components of the process implementation model of the organization with emphasis on the pillars of the organization and create a logical relationship between them to introduce this model of the organization as an emerging figure. A review of research shows that organizational tidiness is imitated only in the form of the Five S technique and organizations seek to implement and use the results without considering the organizational components that affect it. In this research, the researcher seeks to examine all aspects of the organization and design and explain a new model of the organization called the process model for the implementation of a well-organized organization.The research method is a sequential exploratory mix (qualitative and quantitative). The components of this model of the organization were identified using qualitative tools including library studies, interviews and observations and were Classified by structural-interpretive modeling method and The research model was drawn. In the quantitative part, using the partial least squares technique and PLS software, the measurement model with convergent validity, composite reliability and discriminant validity and the structural model with coefficient of determination, Stone-Geisser and goodness of fit were examined. Based on the calculated values, the value (AVE) of all variables is greater than 0.5, so there is convergent validity. The value (CR) is also greater than (AVE) and in all cases is greater than the threshold of 0.7. Cronbach's alpha of all variables is greater than 0.7, so reliability is confirmed. Also, the square root (AVE) of each structure is greater than its correlation with other structures of the model, which indicates the acceptable discriminate validity for the model in the measurement section. The coefficient of determination of the endogenous structures obtained for the research model is reported to be positive and often above 19%, so the fit of the model is desirable. The Stone-Geisser criterion index determines the predictive power of the model. This index is a criterion for evaluating cross-validity in the partial least squares model. The blindfolding technique is used to calculate the value of Stone-Geisser criterion in Smart PLS software. Using this technique, two validity indices are obtained: redundancy cross validity and shared cross validity. For redundancy and common crossover validity, positive numbers indicate the appropriate quality of the model. These values ​​are obtained for all positive research constructs. Also, the values ​​of the variables are generally obtained in the range of 0.15 to 0.35 or greater than 0.35. Therefore, the predictive power of research structures is moderately to strongly estimate. Finally, the GOF index is 0.308, so the model has a good fit.

The results of this study show that organizations can through reinforcement the organizational infrastructure, support top management, improving the organizational structure, environmental management system, proper segregation and arrangement in the environment, the use of information and communication technology, standardization and cleanliness of the environment, organizational change management, continuous employee participation, human resource empowerment, and implementation of 5S system, implement the well-organized organization model and improve employee and organizational performance and provide customer satisfaction.

It suggested that in order to achieve tangible and sustainable results in the implementation of organizational tidiness, the necessary changes should be made in the organization. These changes in the  structural dimension include hierarchical control, communication of procedures, creation of working teams, delegation of authority, and explicit management support; In the goals dimension, including neatness and its components in the strategic priorities of the organization and having a neatness statement; In the staff dimension, including continuous participation, increasing the understanding of beauty, accountability and loyalty, consistency and responsibility, continuous training at all levels and the establishment of a culture of beauty; In the technology dimension, it includes continuous evaluations, application of information and communication technology and equipment defect management, and finally in the environment dimension, it includes standardization and establishment of environmental cleanliness, definition of safety standards, observance of environmental standards and customer satisfaction.

The purpose of this research is introducing mentoring model by improving Human Resources Practices approach in National Iranian South Oilfields Company. This research is done according to qualitative and quantitative approach (Mixed method). In qualitative step finding necessary factors and bases for model were done by use of interview with 11 people of experts that were chosen by use of snowball sampling method and theme analysis was used and this research is an exploratory research. To survey the validation of the research qualitative data gathering tool expert`s opinions were used and to survey the reliability of the theme analysis findings Kappa Index was used and 96 initial codes in the form of 12 themes and in fact necessary bases for designing model were found that consists of: organizational relationships, mentoring assessment, organizational education, organizational commitment, personnel empowerment, organizational chart, organizational factors, knowledge management, career path management, human resources management, organizational performance results and mentor`s individual characteristics. In quantitative step for model validation Structural Equations were used. In this research by use of stratified random sampling and according to Cochran formula, out of 105 people in the statistical population, the number of sample should be 83 people that 100 questionnaires were distributed for precaution. Research model according to qualitative analysis findings and results of Structural Equations and according to finding necessary bases for implementation of mentoring and by use of Partial Minimum Square Technique was examined and finally mentoring model by improving Haman Resource Practices Approach and suggestions for creating the necessary conditions and context for the implementation of mentoring were introduced.

The main purpose of this research is to identify the dimensions and components and design a pathological model for the implementation of the general commercial policy of the country with the approach of resistance economy. The research method is mixed (qualitative and quantitative) that the theme analysis method and Delphi method have been used to extract qualitative data. The statistical population of the qualitative sector includes professors and experts of the commercial sector, which has been used by purposeful sampling method to 12 experts to extract the initial data (interview) and 7 experts to apply opinions in the Delphi method. The statistical population of the quantitative section includes 1200 experts and managers of the country's commercial sector, which is determined using Cochran's formula of 300 sample size, the results of theme analysis by Astrid Sterling method and the use of NVIVO software including 129 open source There were 50 basic codes, 15 organizing codes and 3 universal codes. Also, the test results of the structural equation model showed that all the relationships between the main variables in the research model are significant and the factors related to each section have a significant effect on the dependent variable and the fit and validation of the model have been confirmed. .

The purpose of this study was to design and validate a whistleblowing model in order to help grow the Social Security Organization of Iran. It was a descriptive-survey study that relied upon mixed-methods approach for data collection and analysis. The statistical population of the study was comprised of all employees of the Social Security Organization in the insurance and medical sectors (N= 67,188), with an optimal sample size of 380 participants (as indicated by Morgan’s table). The purposive sampling method adopted in the qualitative phase led to the selection of 15 experts in the field of management. In this phase, the fuzzy Delphi method was used to explain the dimensions, components, and items of the research. In the quantitative phase, the components explained in the qualitative phase were used to design a questionnaire, which was then distributed in the target community. After receiving the filled-in questionnaires, the obtained data were analyzed by SPSS and SmartPLS software. Inferential tests such as structural equation modeling and path analysis were used to test research questions and undertake modeling. The qualitative phase and Delphi analysis results showed that the dimensions of whistleblowing included moral considerations, personal characteristics, external whistleblowing, and formal whistleblowing. Moreover, the dimensions of organizational growth in the Social Security Organization included health and wellbeing, organizational structure, assurance of progress, partnership with others, openness and transparency, nurture and volition, feedback, readiness for change, and organizational trust. The results of quantitative phase and structural equation modeling revealed that organizational whistleblowing had a significant effect on organizational growth.

According to the major documents of the country, including the vision document of 2025, priority is given to the production of religious and indigenous sciences, especially in the field of humanities. The purpose of this research is to design a conceptual model of social capital in Iran's government organizations based on the teachings of Nahj al-Balagha.

In this research, the full text of Nahj al-Balagha was used to extract the main data, thematic analysis method was used to analyze the data, and purposive sampling method was used to ensure the correctness of the perceptions and model verification by referring to the experts. The test-retest and coders reliability coefficients are 92 and 81%, respectively, and the average CVR and CVI indices for the extracted themes are determined as 92 and 95%, respectively.

The results of the research indicate the identification of dimensions of 1- the individual dimension with components such as law-abiding, work discipline, job trustworthiness, and self-control; 2- the interactive dimension with components such as the responsibility and accountability of managers and superiors, avoiding hypocrisy and demagoguery, avoiding flattery, loyalty, pledge, stay away from backbiting, humility towards subordinates and superiors; 3- Organizational dimension with components such as meritocracy, organizational unity and solidarity, organizational justice, unity of command, collaborative management, division of labor, and time management.

The current study examines the human abilities of managers in the organization and performance in a joint-stock insurance company.

This article was carried out in a descriptive-correlational way and a field form. The statistical population of the research is 68 people, of which 57 people from Morgan's table were selected as a sample. To collect data, three questionnaires, organizations, functions, and human skills are used, the reliability of which is determined using Cronbach's alpha for each of them respectively (α = 0.77, 0.98, and 0.81) and to check the normality of the research Kolmogorov-Smirnov test was used.

Referring to descriptive and inferential statistics, regression analysis, correlation test, ANOVA, and using SPSS software, it can be concluded that human abilities have factors affecting emotional (P=0.046) but not continuous (P=0.726), and human skills have an effect. It does not affect performance (P=0.9633), and the organization affects employee performance (P=0.000).

Originality/Value:

 The human skills of managers have been investigated and analyzed on organizational and performance in Iran Insurance Joint Stock Company, the branch of Hamadan province.

The sustainability and development of organizations depends on aligning with rapid changes, development and growth, because rapid changes and environmental changes make organizational improvement and growth inevitable in various situations.

The purpose of this study is to design a whistling policy model for organizational growth in the Social Security Organization.

This research is developmental in terms of purpose. In terms of descriptive-exploratory and qualitative methods and in terms of information collection, it is field and library. The sampling method is purposeful (non-random) and includes 15 experts in the field of management.

In the present study, in the first step, the final indicators of the research were screened and identified. A total of 76 factors have been identified based on the research literature and specialized interviews. Fuzzy Delphi approach was used to screen the indicators and identify the final indicators, and after performing two rounds of Delphi, 66 indicators were extracted.

Dimensions of whistling included moral considerations, personal characteristics, external whistling, formal whistling. Dimensions of organizational growth in the Social Security Organization include health and well-being, organizational structure, assurance of progress, partnership with others, openness and transparency, nurture and authority, feedback, readiness for change, organizational trust.

Illegal and unethical activities in organizations are formed by some people, which are sometimes carried out in different guises and away from the eyes of regulatory and hidden institutions. Therefore, the existence of a monitoring system that is aware of the organization and observes and reports the shortcomings is necessary before the occurrence of undesirable consequences. The purpose of this research is to design a sutzeni model in the direction of growth and organizational health and well-being in the social security organization.

In terms of data collection, this research is mixed and descriptive survey. The statistical population of this research includes all the employees of the organization in the insurance and treatment departments, and their number is 67188 people, and the number of samples was selected based on Morgan's table of 380 people, and the sampling method is random clustering. The sampling method in the qualitative stage was purposeful, and the theoretical saturation criterion included 15 experts in the field of management. In the qualitative part, the dimensions, components and objects of the research were explained using the fuzzy Delphi method. In the quantitative part, using the components explained in the qualitative part, a questionnaire was designed and distributed in the target society. After completing the questionnaires, the information was analyzed with SPSS and SmartPLS software. Inferential tests such as structural equations and path analysis have been used to test research questions and modeling.

The results of the qualitative part and Delphi analysis showed that the dimensions of swindling include moral considerations, personal characteristics, external swindling, and official swindling. Also, the dimensions of organizational growth in the social security organization include health and well-being, organizational structure, guaranteeing progress, partnership with others, openness and transparency, nurturing and authority, feedback, readiness for change and organizational trust. The results of the quantitative part and the structural equation test showed that organizational burnout has a significant effect on growth and organizational health and well-being.

Therefore, the research results showed that there is a significant relationship between organizational stress on growth and organizational health and well-being. Also, the results of this study showed that the correct and principled implementation of sutzeni in the social security organization leads to an increase in growth in the organization and affects different dimensions of growth.

The present study aimed to provide a model of university graduates' eligibility for employment in the third millennium. The research method is applied in terms of purpose and descriptive-survey in terms of implementation method. In order to identify the competence of university graduates, the opinions of university professors, educational and executive experts were used. In this research using inductive content analysis; By identifying 390 concept codes, coding and classifying them in three steps, finally 71 main criteria having 15 components and 3 dimensions, these indicators were explained and adjusted using a three-stage Delphi technique among 34 scientific and executive experts. A questionnaire was extracted from the results and distributed among the managers and university experts of Tabriz and 108 analyzable questionnaires were obtained. Confirmation of validity and reliability of the questionnaire and the final research model were assessed through the confirmatory factor analysis and redundancy tests. The goodness-of-fit criterion for the final model was 0.694, which is a good value. The final model of university graduates' competencies was presented at three levels: individual, group and organizational, including components of economic competencies, social competencies, technological competencies, political competencies and cultural competencies. The results of this study, while emphasizing the development of individual skills training, prioritize most competencies in the field of thinking skills and mental abilities. It can be concluded that human resources with traditional skills, in competition with robots and artificial intelligence for jobs, are not able to continue working and it is necessary to be equipped with new capabilities through skills training to be qualified to work in the current conditions.