علی نصر اصفهانی

This research aimed to develop a model for green performance management as a vital subsystem of green human resource management (GHRM) to facilitate its implementation within the Iraqi electrical and electronic industries. The study evaluates the existing level of green performance management in these industries and proposes actionable solutions for its completion and widespread adoption. In the qualitative phase, the goal was to design the green performance management model, while in the quantitative phase, the focus was on validating and testing the proposed model.
The research falls under the category of applied studies and adopts a sequential exploratory mixed-methods approach, comprising qualitative and quantitative phases. In the qualitative phase, thematic analysis was employed to extract the green performance management model. The quantitative phase focused on testing the proposed model. The qualitative phase involved academic experts and managers from the State Corporation of Iraqi Electrical and Electronic Industries, using the snowball sampling technique to recruit 12 participants for semi-structured interviews. For the quantitative phase, stratified random sampling was applied to select managers and experts from the same organization. A researcher-developed questionnaire with 450 items was the primary data collection tool in the quantitative phase. Data from the qualitative phase were analyzed using Atlas.ti software, while SPSS 22 and Amos 24 were employed for quantitative data analysis and model validation.
The qualitative phase resulted in a comprehensive model encompassing four primary dimensions: (1) Setting Green Performance Goals, which includes green organizational goals and green social goals; (2) Monitoring and Coaching Green Performance, involving the development of green knowledge and performance; (3) Evaluating Green Performance, which includes the evaluation period, performance indicators, and strategic performance management; and (4) Reviewing Green Performance, which focuses on feedback mechanisms targeting individual green behaviors, financial outcomes, and non-financial impacts. In the quantitative phase, the dimensions were measured using the developed questionnaire, demonstrating high reliability (Cronbach’s alpha > 0.8). Convergent and divergent validity analyses confirmed the questionnaire’s criterion validity. Statistical testing verified the model's structure, showing strong internal consistency and alignment with theoretical underpinnings.
The findings underscore the importance of integrating all four dimensions of green performance management to establish a culture of environmental sustainability within organizations. The model provides a structured framework for organizations to pursue green goals effectively. This study marks a pioneering effort in developing a green performance management model tailored to the context of a developing country like Iraq. Quantitative analysis using confirmatory factor analysis demonstrated that all dimensions and sub-components of the model are statistically significant and well-supported. The goodness-of-fit index (GOF), calculated using Amos 24 software, further validated the robustness and applicability of the model. This research contributes a novel, context-specific green performance management framework to the field, offering actionable insights for practitioners and policymakers in developing countries aiming to integrate sustainability into their human resource practices.

Obesity and advancing age in men, in addition to numerous health problems, can negatively affect spermatogenesis and fertility potential. The present study aimed to determine the correlation of sperm parameters with age and body mass index (BMI) in infertile men.

In this descriptive-analytical study, semen parameters (concentration, motility, and morphology) of 7069 men referring to an infertility center in Isfahan were evaluated based on the 2010 World Health Organization (WHO) guidelines. BMI was calculated by dividing an individual’s weight (kg) by the square of their height (m).

A weak positive correlation was observed between men’s BMI and age (P<0.001, r=0.07). Also semen volume (P<0.001, r=-0.02), sperm concentration (P<0.001, r=-0.02), and sperm count (P<0.001, r=-0.04) had a weak negative correlation with BMI. No statistically significant correlation was observed between sperm motility and BMI. Regarding men’s age, only a weak negative correlation was observed between this parameter and sperm motility (P<0.001, r=-0.04).

Increasing BMI and age in men may be associated with decreased sperm quality and fertility potential.

The disengagement of talent is a significant consequence of mismanagement, presenting Iranian organizations with numerous challenges. Understanding the causes behind talent disengagement has long been a critical concern for managers and researchers alike. However, a review of the existing literature reveals that the antecedents and consequences of talent disengagement have not been systematically or comprehensively addressed within a specific framework. This gap underscores the need for detailed and structured studies on the subject. Consequently, the current research was undertaken with the aim of identifying and modeling the antecedents and consequences of talent disengagement in organizations.
This study is a qualitative research project utilizing the meta-synthesis method. Meta-synthesis is particularly effective for combining scattered findings from previous studies to create new conceptual frameworks. The statistical population for this research consisted of previous studies. After an extensive search and review of available sources, the selection of appropriate materials was conducted by evaluating the titles, abstracts, and content of the identified sources. This selection process ensured that only the most relevant sources were included as samples. Data collection involved a thorough examination of the findings from these selected sources. Thematic analysis was employed to analyze and synthesize the data, ultimately leading to the final results.
After selecting the appropriate sources, the text of each was meticulously reviewed, and primary codes were extracted. These codes were then analyzed, with duplicates removed and similar codes merged based on meaning and concept. The analysis categorized the antecedents of talent disengagement into two primary dimensions: individual factors and organizational factors. The individual factors were further divided into two components: attitudinal factors (such as lack of self-confidence, job dissatisfaction, unclear vision of the future within the organization, perceived injustice, low self-efficacy, perceived lack of organizational support, perceived lack of organizational identity, and work-life conflict) and behavioral factors (including lack of adaptability, low resilience, lack of emotional intelligence, external engagements, unwillingness to engage in political behavior, and weak communication skills). The organizational factors were categorized into five components: job-related factors (such as lack of autonomy, high work stress, lack of job security, insufficient feedback, mismatch between competencies and duties, and limited growth opportunities), cultural factors (inappropriate work environment, prevalence of bullying, political behaviors, individualism, melting pot mentality, and nepotism), structural factors (high formality, bureaucratic structures, centralized decision-making, and structural differentiation), managerial factors (managerial incompetence, Machiavellian tendencies, resistance to criticism, narcissism, and excessive focus on work), and process-related factors (weak compensation systems, poor communication processes, ineffective performance management, and inadequate talent management and succession planning). Additionally, the consequences of talent disengagement were identified in two dimensions: individual consequences (comprising attitudinal and behavioral components) and organizational consequences (encompassing both short-term and long-term impacts).
The findings of this research can significantly enhance managers' understanding of the causes behind talent disengagement in organizations. By identifying these antecedents, the study provides a valuable foundation for planning and implementing necessary measures to prevent and manage talent disengagement. Furthermore, recognizing the consequences of disengagement highlights the critical importance of this issue, increasing managerial awareness and sensitivity towards effectively managing this detrimental phenomenon in organizations.

The research was conducted with the aim of designing a shared leadership model for knowledge-based work teams in Iran. In terms of purpose, the research is applied, and in terms of method, this research is mixed method by qualitative (grounded theory) and quantitative (survey). 15 experts was interviewed by semi-structure method and the Strauss and Corbin’s method was used in three stages (open, axial and selective coding) with Atlas.ti 8 software. The results showed that three categories including predictive factors of team members' individual characteristics, organizational characteristics, and extra-organizational characteristics have impact on shared leadership strategies, and leadership development in knowledge-based teams leads to individual, team, and organizational outcomes. The statistical population was specialists and experts in knowledge-based teams. The research tool was a questionnaire designed based on the model, which was distributed among 100 work teams (490 people) by stratified random method. Structural equation modeling(SEM) with Amos software was analyzed. The results showed that causal conditions (0.45) and contextual factors (0.37) have a positive and significant effect on shared leadership. Intervening conditions (0.19) have a positive and significant impact on shared leadership, and shared leadership as the core phenomenon ( 0.85) has a positive and significant effect on shared leadership strategies and strategies with coefficient of 0.95 have effect on consequences of shared leadership.

The focus of the present study is to design the teachers' intrinsic motivation model. It is a functional study and the mixed approach has been used in it. The statistical population of the study in the qualitative part included all the experts in the department of education in the city of Isfahan from whom 13 experts were interviewed via semi-structured interview through purposive sampling method. A researcher-made questionnaire was designed in the quantitative part in order to confirm the model taken from the qualitive part and 530 questionnaires were distributed among all the teachers in the city of Isfahan and 504 ones which were complete have become the basis of analysis after being returned. The results in the qualitative part revealed that the positive effective factors and negative effective factors influence the intrinsic motivation and intrinsic motivation, per se, results in two personal and organizational outcomes. The results of quantitative part, too, show that the identified factors in the qualitative part have significant effect on the intrinsic motivation.

Sperm motility is a fundamental factor for sperm penetration into the oocyte and fertilization. According to the World Health Organization (WHO) 2021, less than 42 percent of motility is called asthenozoospermia, which is one of the most common causes of male infertility. This retrospective cohort study aims to investigate sperm DNA damage with TUNEL and SCSA methods and its relationship with sperm parameters, age, and body mass index (BMI) in severe asthenospermia (<2% sperm motility) and normozoospermia.

The study parameters between 111 subjects with severe asthenozoospermia and 113 subjects with normozoospermia were investigated. The 2010 World Health Organization guidelines were used to evaluate sperm parameters, and TUNEL and SCSA methods were used to assess sperm DNA damage. The statistical analysis was done using the t-test of two independent samples. Pearson's correlation coefficient was used to investigate the relationship between sperm DNA damage and sperm parameters, age, and BMI P<0.05 was considered significant.

The mean seminal volume, sperm concentration and count, and the percentage of sperm total motility and progressive motility were significantly lower in severe asthenospermic subjects compared to normozoospermic subjects (P<0.001). In addition, the mean percentage of sperm DNA damage in severe asthenozoospermic individuals was significantly higher than in normozoospermic individuals (P<0.001). There was also a positive and significant relationship between sperm DNA damage and the age of severely asthenozoospermic men.

Sperm motility, sperm DNA damage, and the father's age are essential in the successful conception, development, and health of the embryo. Therefore, the evaluation of sperm DNA damage is recommended in examining male fertility and selecting the appropriate treatment approach for men with severe asthenozoospermia.

Practical Implications:

Considering that the sperm genome constitutes 50 percent of the genetic material of the next generation, evaluating sperm DNA health to determine the appropriate treatment approach in infertile men can be influential in the success of assisted reproductive techniques and in maintaining the next generation’s health.

Learning is a complex process and intrinsic motivation is one of the most effective factors in teachers' performance and students' learning. It was attempted in the present study to recognize and consider this effective factor in the Department of Education by identifying effective factors on intrinsic motivation and its variables. This is a functional study through a mixed approach and the teachers in the department of education in the city of Isfahan are the statistical population of the study which continued in the qualitative part through purposive sampling and until reaching the saturation point of the interviews. The stratified random sampling appropriate to the sample size was used in the quantitative part. The results in the qualitative part revealed positive and negative effective factors, intrinsic motivation outcomes, and their aspects. The results of the quantitative part showed that positive organizational factors, positive management factors, positive external-organizational factors, negative organizational factors, and negative management factors significantly affect intrinsic motivation with 55%, 39%, 56%, 43%, and 39% respectively. Moreover, intrinsic motivation significantly affects organizational outcomes at 65% and personal outcomes at 64%.

Asthenozoospermia is an infertility condition in which a person has reduced sperm motility and so, the chance of the sperm fertilizing the egg in the female reproductive tract is reduced. This study aimed to investigate sperm DNA damage using SCSA and TUNEL tests in a large population of infertile men with asthenozoospermia, comparing them with a population of normozoospermic individuals with healthy sperm samples.

In this observational case-control study, semen parameters were assessed according to the World Health Organization guidelines (2010) guideline in a large population of asthenozoospermic (1383) and normozoospermic (2235) men referring to Isfahan Fertility and Sterility Center. In addition, sperm DNA fragmentation were assessed by TUNEL, and SCSA tests. For comparison of study variations between two groups, independent samples t-test was used, and for correlation between parameters, Pearson's correlation coefficient was carried out. P<0.05 was considered significant.

Despite no significant differences in sperm volume and body mass index, the means of sperm concentration, count, total sperm motility and total progressive were significantly lower in the asthenozoospermic men compared to normozoospermic men (P<0.001). In addition, the means of high DNA stainability as well as sperm DNA fragmentation assessed by SCSA and TUNEL tests were significantly higher in asthenozoospermic men compared to normozoospermic men (P<0.001).

In asthenozoospermic men, sperm DNA is severely damaged, so before using assisted reproductive techniques in these individuals, it is better to use antioxidant treatment and/or novel sperm preparation methods for treatment of them.

The purpose of this study is to design a dynamic organizational training model in Bank Mellat in Yazd using a combined approach. This research is mixed (qualitative-quantitative) in terms of applied-developmental purpose and in terms of data nature. In the qualitative stage of the research, using semi-structured non-random purposeful interviews with 16 university experts, senior managers, heads and deputies of Bank Mellat, the components of a dynamic education system were identified by data saturation criteria. Quantitatively, due to the small statistical population of the research; The questionnaire was distributed among all branch managers, experts and employees working in Bank Mellat-Yazd branches and using structural equation modeling by AMOS software; Fitting all the main factors of the designed quality model; Evaluated. Based on the results of the qualitative part of the research; Dimensions of the dynamic organizational education system model include competency, flexibility and foresight. Also based on the results of the quantitative research section; the designed pattern has a proper fit.

Oligozoospermia or reduced sperm concentration is often associated with abnormal motility and morphology, reflecting abnormal spermatogenesis in the testes. The sperm DNA integrity plays an important role in embryo development, and fertility. Therefore, we aimed to assess sperm DNA integrity in a population of oligozoospermic and normozoospermic men.

In this cross-sectional study, 967 oligozoospermic samples (sperm count lower than 39 million per ejaculation), and 967 normozoospermic samples according to World Health Organization criteria were included. Sperm DNA damage was assessed by SCSA and TUNEL assays. Statistical analyzes were performed using SPSS version 22 software and a significance level of less than 0.05 was considered.

Mean sperm DNA damage and also DNA stainability were significantly higher in oligozoospermic individuals than them in normozoospermic individuals (Ps<0.001). Unlike semen volume and sperm count which was significantly lower (P<0.001), the mean of sperm abnormal morphology was significantly higher in oligozoospermic men compared to normozoospermic men (P<0.001).

In individuals with oligozoospermia, in addition to the count, morphology and motility of sperm can also be abnormal according to the WHO threshold. Also, sperm DNA damage is significantly high, which can indicate abnormal spermatogenesis and epididymal immaturity. Therefore, depending on the severity of the damage, it is preferable to manage therapeutic interventions, such as drug therapies or assisted reproductive techniques, in order to make the best decisions regarding treatment.

Classical Iranian literature is full of moral concepts and can be considered as a roadmap in various fields. Therefore, this study was formed with the aim of designing and validating a model of moral leadership based on classical Iranian literature.

The type of research is developmental and combined. In the qualitative part, the statistical population included faculty members of universities and managers and experts of Shiraz municipalities, from which 20 people were selected as a sample in a purposeful manner until the theoretical saturation was reached. It was an interview tool and data analysis was performed with Brown and Clark (2006) analysis approach. In the quantitative part of the study, the statistical population included managers and experts of Shiraz municipalities who were selected by stratified random sampling of 490 people. The instrument of the researcher-made questionnaire was the qualitative section. Data analysis was performed by structural equation method.

After analyzing the data, 94 final codes were confirmed. These codes were categorized into three dimensions: 16 codes and three subtopics, action with 60 codes and three subtopics, and speech with 18 codes and one subtopic. The results of the quantitative part show that the conceptual component has an effect on the behavioral component by 0.53. The conceptual component is 0.47 on the speech component and the speech component is 0.39 on the behavioral component.

In classical Iranian literature, there are several cases of emphasis on the characteristics of moral leaders that according to the results of the present study can be in the dimensions of perception (components of insight, cognition and character), speech (verbal) and action (individual, organizational). And group).

Nowadays, since the employees have significant intellectual maturity, they seek to create interaction and organizational empathy between themselves and their superiors. This has resulted in more participation of employees in organizations. The purpose of this article was to design and explain managing up model in Gas Company of Isfahan province. The method of this research is developmental- applied in terms of purpose, and in terms of method, it is combination research (qualitative and quantitative). The field of research in the qualitative part included 29 managers of company that 14 of whom were selected by purposeful sampling, semi-structured interviews and by observing the saturation rule. The statistical population in the quantitative section included 881 managers and experts from 6 regions and the central headquarters of company, and 400 questionnaires were distributed by using the formula 5q<n<15q. To evaluate the suitability of the developed conceptual model, a researcher-made questionnaire was used, and to check the validity and reliability, the content validity index and ratio, and the retest method was used, and the reliability of the quantitative part was measured with Cronbach's alpha coefficients. In the findings section, the analysis of the interviews led to the extraction of 57 concepts, which were classified in the form of six main categories of the data basis theory. In the quantitative part, the designed model was tested by using SPSS, and Smart PLS. The results showed the validity of the model designed in the qualitative part and the acceptance of all research hypotheses.

While concepts such as organizational intelligence and critical thinking are continually studied by different scholars, Organizational Stupidity (OS) has received less attention in academic researches. This conceptual study investigated OS and different characteristics of it to present a model for OS. To this end, a combined method including Grounded Theory (GT) and Interpretive Structural Modeling (ISM) was adopted. The qualitative part was comprised of face-to-face in-depth interviews with 12 respondents who worked in Iran Revenue & Agency (IRA), Isfahan Province Branch. A snowball sampling was employed in which the early participants were asked to introduce other people with information about OS. The data collected from interviews was analyzed using open coding, axial coding, and selective coding, and the conceptual model of OS was proposed using the GT assumptions (i.e., casual conditions, intervening factors, contextual factors, strategies, and consequences of the OS). In the quantitative part, the proposed model was restructured using ISM. For this purpose, two questionnaires were deigned, and the experts of senior faculty of academics (including 8 individuals) were asked to answer them. The proposed model shows the main reasons for OS by level of importance, and predicts the strategies for reducing the OS and its consequences. This model can be used to plan strategies for managing and reducing OS in organizations.

Organizational stupidity is a new term that has received scant attention in the literature. Considering this point, the study at hand was carried out to examine this concept and identify its causes and consequences through a quantitative approach, with the ultimate goal of designing a model for it. Organizational stupidity refers to doing tasks in organizations without thinking about them. It causes the reduction of critical thinking and the lack of flexibility in the organization, and can lead to the destruction of the organization. Therefore, the investigation of this concept and the identification of its dimensions are of special importance. The purpose of this study was to design a model for organizational stupidity using grounded theory. The study was developmental in terms of purpose, exploratory in terms of data collection method, and qualitative in terms of methodology. After collecting the data through grounded theory and interviews, the components were coded in open, selective, and axial coding stages, and the study model was designed based on the theoretical framework. At the end, the conceptual model of the study was confirmed by the experts using Delphi technique. The findings of the study led to the identification of causal, contextual, and intervening conditions as well as the drivers and consequences of organizational stupidity.

the purpose of extracting the organizational cynicism model in the universities of Kashan was based on the data approach of the Foundation. The data of the qualitative section of the present study was obtained from an interview with 16 professors and experts of the universities of Kashan and his observations in the field of research. The number of these people is 442.The statistical sample in the quantitative section is calculated based on the Cochran formula in the limited population which accordingly, the sample number is 206 people. The random sampling method was also used in 3 categories.After collecting data, a model for measuring 6 patterns in LaserList software was investigated. The results indicate that they are suitable.Then, according to Proposition 1 and 2,the causative conditions and ground conditions are effective on the central phenomenon (organizational cynicism). Based on Proposition 3 and 4, the intervening factors are effective on the central and managerial phenomenon. Also, according to Proposition 5, organizational cynicism has a retroactive effect on strategies and strategies; and finally, based on proposition 6,strategies and strategies are effective on the implications of organizational cynicism.

Previous studies have only investigated the antecedents of branding and disregarded its consequences as well as the individual brand of the entrepreneurs; they have also implemented quantitative approaches. In addition, the foreign research has only examined the factors affecting the formation of individual brand. Therefore, it was necessary for a comprehensive analysis of all the factors affecting individual branding and its outcomes in order to categorize these factors and propose them in the form of a conceptual model. This study intends to identify the set of factors that have played a role in branding of the entrepreneurs in order to provide the grounds for individual branding of other entrepreneurs. Therefore, the main purpose of the present research is to develop a comprehensive model to identify the factors affecting the individual branding of the entrepreneurs in Isfahan and its consequences. The results of this study can be useful for the formation of brands for the people, especially entrepreneurs who seek to develop personal brand, reputation, popularity and business success and even seek to improve the brand of their own product.

This research is developmental in term of purpose and fundamental-exploratory in terms of method. Moreover, it has used a mixed method approach (combination of qualitative and quantitative methods), which is qualitative in the first phase and is presented in a quantitative manner in the second phase. Thematic analysis was used for the qualitative part of the study; however, purposeful sampling method was ipplied in the qualitative part of this research. The statistical population of this study included the entrepreneurs who have been identified by the Chamber of Commerce, industry experts, and the unions as individual brands in the field of entrepreneurship in Isfahan. According to the saturation approach, a sample size of 18 people was considered adequate for this study. The data were collected through a researcher-made questionnaire, whose validity was confirmed by human resources experts, in the quantitative part and its reliability was confirmed by Cronbach's alpha value of 0.86.

In this study, 225 primary codes were identified in the interview process. The initial codes were then packaged and sorted until 97 selection codes were obtained. As a result, 12 sub-themes and 4 main themes were extracted. Based on the obtained model, two categories of factors have been effective in formation of the individual brand among the entrepreneurs in Isfahan: internal factors including personality, competence and appearance factors as well as external factors including organizational, social, and family factors. The consequences of Individual brand also included individual, organizational, and social implications; finally, individual brand dimensions included the influence, reputation, and trust of the individual brand.

The results showed that it is necessary to pay attention to both internal and external factors for the formation of individual branding. Internal factors are related to the individuals and the external factors are related to the environment. The results also showed that the most important element of individual branding is the distinction of that particular individual from the others which can be observed in a specific field or an individual competence in a particular field. Individual branding will not make sense as long as there is no individual distinction. The results further indicated the important role of society and community in word-of-mouth advertisement and the power of social networks that can be important and effective in individual branding. Such individual brands can also have consequences which can benefit themselves, the organization, or even the community.

The purpose of this research was to design and test the antecedents and consequences of organizational pride in the National Iranian Oil Company and it was done by mixed method. In the qualitative section, 19 individuals were interviewed and after data analysis, a proposed model has been formed. In the quantitative phase of the research, a researcher-made questionnaire was designed and distributed among 381 members as research samples which had been selected by cluster sampling method. After assuring the reliability and validity, the data were fitted using structural equation modeling. Finally, it was found that intrinsic motivation, organizational image, successful organizational history and the importance of organizational output directly are the antecedents of the organizational pride and the consequences of organizational pride were included: retention in the organization, organizational identity and organizational citizenship behaviors. Also, extra-organizational positive views and employees and their families’ prejudice to the organization mediate the relationship between organizational pride and consequences of organizational pride.

The purpose of this study is to investigate the effects of Green human resource management on the social legitimacy through mediating variable of the social responsibility. This study is applied and the method of data collection, descriptive and correlational and based on the methodology of structural equation modeling. The population consisted of 270 office workers were Esfahan,s Mobarakeh Steel Company has determined that the sample size by simple random sampling based on Grjsy and Morgan table, 159 individuals were determined. A questionnaire to collect information green human resource management and social responsibility are two standard questionnaires Galbraith (2010) and questioning the social legitimacy of a domain and colleagues (2013) were used. To assess the validity of the methods from teachers and experts and content validity using Cronbach's alpha was used to determine the reliability of the questionnaire. Test of hypotheses using structural equation modeling by AMOS software was used. The results of the study showed that green HRM social legitimacy with path (0/49), human resource management, social responsibility Green on a path coefficient (0/69) as well as social responsibility over social legitimacy with path (0/78) impact resulting social responsibility as a mediator in human resource management influence green social legitimacy with path (0/53) is effective.
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The present study seeks to develop a model of the education system with an agility approach. The type of research is developmental in terms of purpose and was conducted as a combination of qualitative and quantitative research. The statistical population in the qualitative stage were13 managers and deputies and heads of Bank Mellat in Yazd and 3 university professors. Morgan table was used to estimate the sample size and about 200 people were considered as a statistical sample (184 questionnaires were collected). Amoss22 software was used to analyze the data. The results showed that the 17 extracted indicators were of higher importance and were classified into competency, futurism and flexibility dimensions. The results obtained from the quantitatively obtained part showed that the flexibility component with the impact factor 0.785 has the greatest impact. Also, the components of foresight with a coefficient 0.742 and competence with a coefficient 0.738 have a significant and positive effect on the agile education system.

This study was carried out with the aim of explaining the employee engagement and  its consequences for the Iranian gas refining industry.. The study is an ethnographic endeavor situated within a mixed method research design (qualitative and quantitative). The data obtained through interviews with 16 managers and employees of Parsian Gas Refining Company and the researchers’ own observations in the field of research has been analyzed through thematic analysis. Based on the exploratory analysis of the research data in the qualitative section, the employee engagement was divided into organizational and occupational engagements, and the implications of employee engagement were divided into individual outcomes and organizational consequences. In order to test the fitness of the model, the quantitative part of the study was conducted, in which a researcher-made questionnaire was prepared based on the model developed in the qualitative section. After confirming the validity and reliability of the questionnaire, it was distributed among a sample of 120 managers and experts of Parsian Gas Refining Company who had been selected using stratified random sampling. After collecting the data, the developed model was tested for fitness through structural equation modeling in SMART PLS3 software. The results showed the suitability of the proposed model.

Identifying organizational lifestyle is very important for all organizational stakeholders because it enables them to plan their interactions with the organization accordingly. Organizational strategists, on the other hand, are looking for models beyond marketing and competition, especially in markets where companies’ products and services do not have a significant advantage over each other and the components of integrated marketing are very similar. This is to understand the difference between the competitive advantage of brands and their competitive position in the market. Therefore, the present study seeks to design a comprehensive model and framework in the form of lifestyle for the organizations to use to strengthen their ability to determine the decisions and organizational behaviors for the stakeholders. The first question of the research is: "What are the indicators of determining the lifestyle of the organization?". After determining the indicators, in the second stage, the research seeks to evaluate the identified indicators in the pipe and polymer fittings industry in Isfahan province so that the lifestyle of the active companies in this industry can be identified. Therefore, the second question of the study is "What is the diversity of the lifestyle of companies active in the polymer pipe and fittings industry?"

The present study is developmental in terms of purpose and descriptive-survey in terms of method that has been done within three stages. In the first stage, the research population includes a sample of 15 management experts in Isfahan province who were selected based on their target method so as to identify the lifestyle variables of the organization; in the second stage, to discover the hidden dimensions of the organizational lifestyle, a sample of 300 industrial and commercial managers in Isfahan was randomly selected; and in the third stage, all the 47 units of companies were selected to determine the lifestyle of polymer pipe and polymer fittings producers in Isfahan province. The content validity index, exploratory factor analysis, and Key-Mines clustering analysis were used in the three stages, respectively, to analyze the data. The questionnaire was used to collect data in all three stages, the validity of which was confirmed using the content validity ratio index and its reliability was confirmed through Cronbach’s alpha coefficient.

Regarding the organizational lifestyle indicators, six factors or indicators determining the organizational lifestyle were identified which include the organizations’ interaction with humans, the organization’s interaction with technology, the organization’s interaction with money and capital, the organization’s interaction with the market and industry, the organization’s interaction with the environment, and the organization’s interaction with the future trends. Regarding the diversity of lifestyles in Isfahan polymer pipes and fittings companies, six different lifestyles were identified using the diamond pattern of the organizations’ lifestyle indicators including: undecided, entrepreneurial, self-evident, mediating, pioneering and competitive.

The undecided group includes companies that do not pay any attention to any of the six indicators of the organizational diamond lifestyle model. These companies do not have any specific program in the six areas of the diamond pattern and there is a kind of uncertainty in all of their interactive areas. The Entrepreneurial group includes companies that show a relatively high level of attention to four factors of the organizational interaction with human, market and industry, future and money and capital among the six indicators of the lifestyle diamond patterns; and pay little attention to other indicators. Entrepreneurial companies are very systematic and humanistic in terms of social structure, innovative and transformational in terms of competitiveness, and risk-taking and forward-looking in terms of finance. Based on the calculated average behavior, the self-reported group has the highest behavioral attention among the indicators of lifestyle diamond pattern to the three factors of market and industry, environment and future trends. From the personality perspective, the behavior of these organizations is very similar to self-reported characters or dramatic characters due to their great attention to the external interactions of the organization and their interest in creating an appropriate image of the organization in a professional and public environment. The largest number of intermediaries belongs to companies that pay special attention to the two indicators of interaction with money and capital and interaction with the market and industry among the six indicators of the diamond model. The pioneering group pays special attention to all the indicators of the organization’s diamond lifestyle. Behavioral characteristics of these companies include comprehensive attention to all internal and external stakeholders of the organization. Competitive group includes companies that pay attention to the three indicators of interaction with humans, interaction with technology and interaction with the market and show only relative attention to other three indicators. Focusing on pioneering behavior, those who challenge market seek to imitate their competitive behaviors by reinforcing human expertise and intra-organizational processes.

Personality affects managers' attitudes, performance, and management styles. According to the nature of the subject and the data, this research employed descriptive-survey method and random stratified sampling method. The statistical population of the study contained 278 managers and experts of crisis management in Khuzestan province, 224 of whom were men and 54 were women. The data collection tool was a personality assessment questionnaire by the big five personality test (Neo). LBAII Hershey and Blanchard questionnaire was used to evaluate management styles, and a researcher-made questionnaire was used to assess the crisis management processes. The results indicated that, 1) Managers' personality traits affect their management styles. 2) Managers' styles affect crisis management. 3) Managerial personality traits affect crisis management. This research modifies the effects of managers' personalities on their management styles in the process of crisis management by presenting a practical model (managers and experts of the Khuzestan Crisis Management Headquarters). Thereafter, on the basis of the research findings, it explains the effect and the role of each component through a triangular model.

This research is aimed at investigating the causes and origins of character assassination in organizations in the city of Khorramabad in Iran.

The research is applied in terms of its purpose and in terms of the method it is both qualitative and quantitative. In the qualitative section, the statistical population were senior managers, middle managers, experienced experts and three university professors. Snowball sampling method was used for sampling in qualitative section. The interview method was used to collect information and 25 interviews were conducted based on theoretical saturation rule. In the quantitative part, the aim was to test the quality model designed in a larger society. A researcher-made questionnaire was used for data collection. The statistical population in this section was staff and managers aware of the research topic.

According to the results of the qualitative part, the causal conditions of personality assassination were individual factors, organizational and group factors. The pivotal phenomenon of spite was small. The underlying factors of power networks were the perception of injustice and the fear of losing the position. Speech mismatch variables with behavior and reaching higher managers were identified as confounding factors. Behind each other are psychological warfare, destruction of facts, slander and defamation, and attempts to distrust private terror strategies. Consequences of such acts have been divided into three dimensions: individual, organizational and group.

In the emergence of character assassination, a collection of personal and personality factors is involved. In order to eliminate this phenomenon, there should be a reformation in both individual and organization personality.

The purpose of this research is to design a model to  determine factors effecting on formation of personal brand between entrepreneurs in Isfahan city.This research is a kind of developing research based on the goal and based on the method is a  basic-exploratory research that is done in a qualitative manner. The statistical population of the research includes 18 personal brands of entrepreneurs in Isfahan city that had been selected in the purposeful sampling and with attention to  the saturation rule. The method of data collection is interview.The findings of the research in the qualitative section indicate that two categories of internal factor and external factors have influenced the formation of personal brand among entrepreneurs in Isfahan. Internal factor consist of apparent, personality and competency factor that arise from person and is not related to the invironment. External  factors consist of social, organizational and familial factor that rooted in environmental factor. Also, Personal brand consist of individual, organizational and social outcomes. If the outcome related to person is as an individual out come, and if is related to organization is know as organizational and if it is related to environment is call as environmental factor. Findings in the quantitative part of the research show that internal factor and external factors with impact factor of 52. and 54.  have influenced the formation of personal brand and personal brand. Personal brand  with impact factor of .58 influenced on personal brand outcomes.

This research was carried out with the aim of identifying the effective factors on employee engagement in the case of Parsian Gas Refining Company. The research method was combined (qualitative and quantitative) and ethnography methodology was used to extract factors. Collected and analyzed data were obtained through researcher’s own observations in the field of research and interviewing with 16 managers and staff of Parsian Gas Refining Company and were analyzed by thematic analysis method. Based on the analysis of research data in the qualitative section, engagement were categorized in the form of organizational and occupational types and influencing factors were identified in the two groups as positive and negative factors. Also, positive affecting factors were classified in three dimensions of individual factors, occupational factors and organizational factors, and negative affecting factors were classified into two dimensions namely individual factors and organizational factors. In the quantitative part of the research, a researcher-made questionnaire was provided based on the developed model of the qualitative section in order to validating the model. After confirming the validity and reliability of the questionnaires, distributing of the questionnaire was carried out in a sample of 345 employees of Parsian Gas Refining Company using stratified random sampling method. After collecting data, using the measurement patterns and structural equations, the proposed model in the AMOS 22 software package was recognized to be fit.