فهرست مطالب غلامرضا ملک زاده

Innovation in the field of emerging technologies outside the public sector has changed citizens' expectations of governments' ability to provide high-value digital services, and digital transformation has emerged as an important phenomenon in strategic information systems research. In recent years, research on digital transformation and its applications in various fields has expanded, leading to the creation of extensive, diverse, and scattered knowledge in this area. In recent years, digital transformation has been identified as a research priority for managers and researchers in the public and government sectors. The importance of this research area and attention to it in digital government studies has made it necessary to identify its sub-domains and research trends. This study aims to review research in the field of digital transformation in government and public organizations, identify core articles, recognize sub-domains, and research trends.

1- In developing countries, most public organizations for urban services experience inactivity, stagnation, and inflexibility, leading them to inefficiency, poor service delivery, poor urban integration, and dissatisfaction among citizens. This condition is known as organizational inertia. The current research aims to identify the causes and consequences of this phenomenon for urban service organizations in Mashhad city. This research is a qualitative study based on the grounded theory with an emerging approach as its strategy. Despite the acknowledged importance of this problem and the necessity of addressing it, little research has been done in this field. On the one hand, previous scholars have mainly examined the financial outcomes of organizational inertia by conducting quantitative studies, while its antecedents remain unclear. On the other hand, the causes and consequences of this organizational phenomenon are expected to be different in various cultural contexts, structures, and even industries. Accordingly, the primary purpose of the current research is to explore the organizational inertia in the context of Iranian public organizations.
 
2- THEORETICAL FRAMEWORK
In physics, inertia is the state of an object to resist change in the speed or direction of movement. The organization literature has defined it as the organization's resistance to environmental changes. The background of this organizational-level construct is rooted in different theories such as open systems, learning, political and social systems, and organizational culture. In regard to conceptualizing, scholars have considered three components of insight, action, and psychological for organizational inertia. The current research typically adds to the literature on inertia in public organizations of developing countries. In addition, it identifies and examines the factors affecting organizational inertia.
 
3- To collect the qualitative data, some interviews were conducted among experienced managers of Mashhad municipality, members of the city council, and university professors. The interviewees were identified by a purposeful sampling method and studied using semi-structured interviews, which continued until the theoretical saturation. Grounded theory with three stages of open, central, and selective coding was used to analyze the obtained data.
 
4- RESULTS & The findings of the research indicated that the causes for organizational inertia are as internal (including the lack of identification and prioritization of city issues, non-dynamic and non-strategic policies of the organization, lack of strategic thinking culture in the organization, existence of cumbersome and outdated laws, lack of planning and in the result of weakness in the executive affairs of the city, failure to use the results of research projects and transformation programs, inertia in managers, weakness in the competencies of managers, lack of motivation to change in employees, risk aversion and laziness of employees, weakness in designing human resources systems that encourage dynamism, defects in knowledge management systems), contextual (the size of the organization, the bare structure, the city management council structure, the temporary nature of the managers' management period, the city council's preoccupation with daily affairs instead of managing affairs, the lack of a competitive environment), urban (poor synchronization of citizens with developments in the provision of urban services, inconsistency and disorganization in city affairs and the absence of an integrated urban management system, the complexity of city issues and inconsistency between organizations involved in urban services), and political (political space governing the organization, requirements beyond the duties of the municipality, etc disproportionate to the municipal infrastructure from other institutions, demands of extra-organizational pressure groups). Furthermore, its consequences are determined to be at three levels: intra-organizational (low effectiveness, poor performance, low innovation), social (dissatisfaction, distrust, reduced participation), and inter-organizational or city (competitiveness with other cities).
 
5- CONCLUSIONS & SUGGESTIONS
The research finding includes a substantive theory for causes and consequences of organizational inertia resulting from our close connection with the population under study. The practical and research implications of the research are also discussed.

Organizational learning is often dependent on organizational forgetting processes; That is, organizations that intend to make changes in themselves often have to forget the old knowledge that has limited them in the past, and in this context, mental modeling will be helpful. Therefore, the purpose of this research is to remove the obstacles of forgetting ineffective knowledge and old procedures in public organizations so that organizations can create the ground for inducing innovation, new opportunities, renewing organizational routines, and decisions. This research is applied-developmental in terms of purpose, and its strategy is exploring mentalities (Q research methodology). In order to collect the discourses, interviews were conducted with 6 managers of public organizations, as well; library documents (theoretical bases) were also used. The participants in Q ranking were the managers of the public organizations of Mashhad, out of which 30 people were selected in a non-random and purposeful way and 20 people agreed to cooperate. The findings of the research show seven types patterns including, weak organizational maturity, weak organizational memory, tendency to stagnation and lack of organization agility, attachment to the past and low absorption capacity, weakness  of human capital, resistance to delearning and lack of creative thinking in the organization. It shows as factors preventing organizational forgetfulness from the point of view of managers of government organizations in Mashhad. In this regard, weak organizational maturity is the dominant mentality that has been identified, which is an important obstacle in the path of organizational oblivion due to the lack of culture of change, lack of expertise and knowledge of employees, lack of support from the senior management of the organization, and lack of proper performance evaluation.

The purpose of this study was to determine the factors affecting the design of adaptive organizational structures for university physical education departments in IRAN. In terms of the purpose of this research, it is part of applied research and in terms of variables, it is a mixed research that was conducted in two stages. First, by the data theory of the foundation and Glaser approach, the factors affecting the design of compatible organizational structures for the physical education departments of Iranian universities were identified, and in the next stage, the factors were prioritized by the fuzzy Dematel method. The statistical population of this study included experts in the field of organizational management in sports, current and former managers and deputies of physical education departments of public universities and professors of sports management who have studies in the field of research. The sampling method was purposive. A total of 16 interviews were conducted as open and in-depth questions until the data reached theoretical saturation. In the fuzzy dimple section, it was determined based on the opinion of 8 experts. Analyzes were performed in Excel software environment. Findings showed that out of 11 main categories identified by Glaser approach, six categories of orienting elements, intellectual structure, flexibility and comprehensiveness of structure, financial and capital resources, good governance and physical infrastructure as influential factors and five components Student organizations, human resources, cultural factors, technology factors and communication networks were identified as influential factors.

The present article introduces, reviews and critiques the book Classics of organization theory: by GM Schafritz and  Steven Ott, translated by Dr. Ali Parsaian which has been published by Termeh Press. The research method is qualitative. This book has been reprinted for the fifth time by Termeh Publications in 2017 and has 1054 pages. The book is in a good condition in the appearance, page layout and page quality. This book includes articles from management figures  such as Fayol, Taylor, Simon, Follett and so on which distinguishes it from other books in the field of organizational theory. In this book, the presentation of generalities at the beginning of every chapter by Schafritz and  Steven Ott along with  the presentation of related articles in every viewpoint  and  presentation of the sources in the end of every article will help to better summarize the content for readers. The disadvantage of translating the book is that its references  were from 1896 to 1990. The newer editions of the English book is available and although two chapters and a collection of articles have been added to the new edition, the  translation of the book needs to be updated.

The purpose of the present study is to introduce those characteristics of ethical leaders. This research uses an interpretive philosophy, a qualitative approach, and a grounded strategy based on Glaser’s emergent approach. The study population was the Defense Industries Organization of the Islamic Republic of Iran. In addition, comprehensive interviews were conducted with 22 senior and ethical managers of the organization who were knowledgeable about the components and characteristics of ethical leaders. The sampling method was based on snowball sampling. Since the data were collected using interview method, the data analysis method was based on the Glaser’s coding method, and the results of interview analysis and coding in two stages of actual and theoretical coding showed that ethical leadership components included religiosity, ethical personality, being revolutionary and having analytical insights. Each of these components comprises categories that totaled 4 components, 43 categories, and 698 concepts. Overall, considering the ethical leadership components in this indigenous study, ethical leaders in this organization have characteristics that encourage Defense Industries Organization executives to achieve these benchmarks to cope with enemy threats as well as international and economic constraints and attain organizational excellence as well as modernization and transformation in the organization so that they can drive organization employees toward organizational goals with better motivation and more efforts.

Nudge management brings exciting and new opportunities to improve employee productivity through focus and organizational improvement. Among the benefits of nudge management is that employees do not have to make extensive changes to their work habits and need very little public funding, it is optional, and it is always possible to avoid it. The philosophy of this interpretive study is its qualitative approach, and its strategy is grounded theory based on the emerging approach. The population was the nurses of Kerman hospitals, 15 of whom were selected using a purposeful sampling method until reaching theoretical saturation. The research tool was a semi-structured interview. Data analysis was carried out in MAXQDA 2020 quality analysis software. Ultimately, the final model of the study was presented based on Glaser's six C's family approach. The relevant model refers to the causes, correlation factors, mediating factors, requirements and the results of the axial category of the study. Finally, by presenting the nudge management model, the study provided the necessary ground for understanding and recognizing this concept and its proper application in health organizations.

Today, educational organizations, as a general social phenomenon, are considered an integral part of social life, and the emergence and expansion of these systems indicate the need and increasing importance of education in today's societies. On the other hand, social responsibility for universities, like other organizations, has become a matter of course, and university faculty members, who are the educational leaders of these organizations, have a great impact on social behavior at the community level. Therefore, ethical leadership is one of the factors affecting the individual responsibility of university faculty members. The purpose of this study was to identify the components of ethical educational leadership and to examine its impact on the social responsibility of the faculty members of the top five Iraqi public universities. Accordingly, this research is of mixed type and the statistical sample of its qualitative section was 20 professors and experts in the field of educational management in the top five Iraqi public universities, and the statistical sample of its quantitative section was 211 faculty members of these universities. In the qualitative part, Delphi technique was used and in the quantitative part, structural equation modeling was used as the analysis strategy. The Delphi panel experts' opinions reached 97 final indicators, which in the third iteration of the second round of Delphi ended with the components of "educational leadership skills", "moral literacy" and "educational design" for the structure of moral educational leadership. Quantitatively, these findings were validated and a valid measure was used to measure ethical .

Small and medium-sized companies are a primary source for creating jobs and economic growth in developing countries, which cause economic diversification and the development of the private sector in these countries. According to the statistics of the European Economic Cooperation and Development Organization, small and medium enterprises comprise more than 95% of the business in the member countries of this organization. The share of these companies in the employment of member countries of the European Economic Cooperation and Development Organization is around 60 to 70 percent. In advanced countries such as Japan and Germany, the share of small and medium enterprises in the GDP is more than 50%, and in developing countries such as Thailand, it is 38%. In Iran, 94% of economic enterprises are small and medium type, and their share in GDP is 39%. 27683 (82%) of the 34252 operational industrial units in Iran's industrial states are active, including 9726 units with a capacity of less than 50%, 9597 units with a capacity between 50% and 70%, and 8360 units with a capacity of more than 70%. They have a percentage of activity.

 THEORETICAL FRAMEWORK:

Cameron and Quinn pay attention to the ethnic culture in the degree of intimacy between family members in the work environment. Ethnic culture is characterized by loyalty, ethics, commitment, traditionality, cooperation, teamwork, participation, awareness and personal development. Adhocracy culture is a dynamic, entrepreneurial, innovative and creative structure in the work environment. This culture focuses on the development of new products and services, adaptability, growth, Change, productivity, efficiency and experientialism are emphasized. Market culture is considered as a result-oriented culture in the workplace with an emphasis on winning, surpassing the competition, insisting on stock prices and market relations. The formality and structuring of positions and procedures, well-defined processes and smooth-moving organizations are often considered as the main characteristics of hierarchical culture.

The questionnaire’s face validity was established through evaluating the opinions of management professors and SMEs’ managers, and confirmatory factor analysis confirmed its construct validity. The Cronbach’s alphas of greater than 0.70 also confirmed the questionnaire’s reliability. Data gathered from the managers of SMEs was analyzed by conducting structural equation modeling.

Examining the effect of four types of culture on performance also showed that the effect of group culture is insignificant and the effect of three types of adhocracies, hierarchy and market culture on performance is significant, although the effect of hierarchy culture on performance is negative and the effect of adhocracy and market culture is positive. The result of the non-significant effect of ethnic culture on performance is inconsistent with the research results of prior researches. The results of their research indicate a positive and significant effect of group culture on performance.

 CONCLUSIONS & SUGGESTIONS:

Considering that the results of this research show that different types of corporate culture have an effect on the tendency to entrepreneurship and performance, therefore managers who want to increase this tendency should evaluate their organizational culture and adapt them accordingly. It is the responsibility of senior management to disseminate, promote, maintain or change organizational culture.

Nowadays organizations must turn to dynamic structures that are compatible with the conditions around them in order to achieve their goals and meet the needs of customers. The aim of this study was to determine effective factors on reviewing appropriate organizational structure for physical education organizations in Iranian universities of medical sciences.

In terms of the purpose of this research, this research was part of applied research, and in terms of descriptive nature, it is a qualitative research in terms of philosophical foundations in terms of pragmatism paradigm and in terms of variables. The statistical population of this study included experts in the field of organizational management in sports and managers and current or former deputies of physical education of the universities of the Ministry of Health. The sampling method was theoretical. A total of 13 interviews were conducted as open and indepth questions until the data reached theoretical saturation.

Findings showed that there are eleven main themes that include directional elements, favorable governance, technology factors, human resources, financial and capital resources, physical infrastructure, intellectual structure, student organizations, communication networks, cultural factors and flexibility, and the comprehensiveness of the structure.

According to the results of this study, it seems that the structure of physical education organizations in universities of medical sciences should be redesigned by staff planners in universities, and in this review, the main attention to the influential factors is a priority.

Organizations consider mentoring as one of the methods of human resource training in order to maintain their competitive position. This study was conducted to design and test a model of factors affecting the mentoring functions. By reviewing previous studies, a list of factors affecting the mentoring functions was identified and in order to localize and achieve the final list, the opinions of the decision team were counted using the Delphi technique. The decision team consisted of 19 experts with experience in the field of mentoring or human resources in the Khorasan Regional Electricity Company. The final list was classified by the decision team into three main categories: factors related to mentor, factors related to protege and contextual factors. Using the DEMATEL technique, a model of factors was designed and tested by distributing a questionnaire among a group of employees working in the Khorasan Regional Electricity Company. The results showed that the factors related to mentor directly affect the contextual factors and also the factors related to mentor indirectly affect the contextual factors through the factors related to the protege. In other words, the factors related to mentor are the independent variable, the contextual factors are the dependent variable and the factors related to protege are the intermediate variable in the model.

The last decade has seen many changes in the global business environment. thus, technology-driven businesses have been replaced by knowledge-based businesses. human resources are now the most important asset of organizations. but not all employees are a source of competitive advantage for organizations. rather, knowledgeable employees can create competitive advantage and added value for the organization. therefore, managers of organizations must know how to provide a suitable environment and opportunities for greater participation of knowledgeable employees in the organization, because the processes of identifying, recruiting, training, managing, and retaining are more difficult for knowledgeable staff than for other employees. organizations should know more about the personality and behavior of knowledgeable employees and develop appropriate programs to attract, train and interact with them as well as adopt necessary strategies to make them satisfied and loyal.

By examining most of the key factors affecting the success of knowledge management, the human factor or knowledge staff is common in most models. the term knowledge worker was first introduced by peter drucker. in his opinion, a person who works with information and develops or applies knowledge in the workplace is a knowledge worker. knowledge employees are employees who have a high level of education and experience and think about life and are mainly engaged in technical and managerial positions. on the other hand, they can have a major impact on the company and its performance. the nature of these employees requires a high level of autonomy and knowledge workers usually need to work with colleagues in similar departments, other departments, or even with employees of different organizations. knowledge workers do not repeat the same task every day, so they do not follow the instructions given to them, but use their technical and intellectual knowledge to perform tasks. personality is one of the most important factors that can be evaluated in the first call, the job seeker. because it seems difficult to pay attention to the applicant's situation in many environments and situations, a person's personality information can be used to predict his or her future behavior. the five-factor model, mbti model, and enneagram typology model are some of the most important personality models used in this study.

This research was a mixed study with the interpretive philosophy in its qualitative phase (descriptive phenomenology). in the quantitative phase of the research, the pragmatism philosophy was used. the statistical population of the qualitative phase was comprised of experts such as knowledge management experts in 23 companies in Mashhad city having R&D departments. The sampling method was snowball continued to 21st interview to reach theoretical saturation. The qualitative data collection tool was semi-structured interviews and gathered data were analyzed using MAXQDA software.

Descriptive phenomenology was conducted based on the colaizzi approach. the following steps were followed: first, the interviews' content was converted from audio to text mode. at this step, a total of 270 open codes were extracted. in the next step, the codes list was referenced and some codes were integrated with each other. also, irrelevant and duplicate ones were removed from the existing list, and categories were determined based on expressions and codes extracted from previous steps. finally, eleven personality categories were extracted including introversion, conscientiousness, judgment, realism, neuroticism, incompatibility, conservatism, narcissism, thinking, self-control, and openness.

When hiring knowledge staff, routine personality tests should be performed to select and attract people with the closest personality type to knowledge jobs. one of the most important results of this study was identifying the introversion of knowledge staff as a key personality dimension. due to the characteristics of introversion, it is appropriate to try to provide a suitable work environment for introverts such as a place for mental resting, walking, exercising, and even sleeping at work. in regard to knowledge employees' internal locus of control, managers are recommended not to externally monitor and control their work process and, instead, control their work output. in regard to the psychotic characteristics of knowledge workers, it is suggested to avoid imposing stress and work pressure on and setting a short period of time for them. in general, organizational processes should be redefined for knowledgeable employees. even if necessary, two types of processes should be implemented for knowledge and non-knowledge employees. due to the thinking characteristic, it is suggested to provide necessary conditions and situations for knowledge employees to think.

Employee procrastination behavior is one of the most important manifestations of deviant workplace behavior that significantly reduces the desired organizational output and increases undesirable organizational variables. Such behavior has adverse consequences for the individual, the organization, and the community. Therefore, this study aimed to discover the pattern of employee procrastination behavior in Post Bank of Iran. The present study used an interpretive philosophy, a qualitative approach, and a grounded strategy based on the emergent approach. The study sample is twelve Post Bank of Iran branch managers, selected using non-random purposive sampling to achieve theoretical saturation. Required data were collected using semi-structured interviews. According to interview analysis and real and theoretical coding, the employee procrastination behavior model includes 173 open codes. Among them, four codes are related to mediation conditions, five codes related to context, 28 codes related to results, seven codes related to requirements, 11 codes related to correlation factors, 101 codes related to causal conditions, and 17 codes related to central category, i.e., procrastination behavior. Knowing these factors can provide a basis to prevent the development and spread of these behaviors in organizations by accurately recognizing these factors. Given that negligence management skills are teachable, organizations can implement programs to teach negligence management behavior to employees and managers, thereby increasing the efficiency and effectiveness of the organization

Career boundaries are effective in all aspects of the medical profession. Since many factors can shape a junior doctor’s choice of career, the concept of career has always been the focus of medical discussions and has even been able to be used as a perspective in medical education. The aim of the present study was to provide a conceptual framework of career boundaries in the medical profession.

The present study is fundamental in terms of purpose and qualitative in terms of approach. The statistical population of this study included physicians who were selected by non-random snowball sampling. The criterion for entering the sampling was their having more than five years of work experience, and the criterion for completing the sampling was the researchers’ reaching theoretical saturation: a total of 19 people participated in the study. In order to collect the data, a semi-structured interview was held, and for the analysis of the collected data, the systematic grounded theory was used.

The research findings indicated that the conceptual framework of career boundaries in the medical profession includes individual differences and social institutions as causal conditions, work-family boundaries, geographical boundaries, social boundaries, organizational boundaries, moral boundaries, and legal boundaries as the central phenomenon. Findings also included understanding boundaries, reviewing boundaries and crossing boundaries under strategies, educational and cultural contexts under the context conditions, macro-factors and micro-factors under the intervening conditions and future of the career, and re-planning the career and work-family balance as the consequences.      

Paying attention to the conceptual framework of boundaries can be a great help in planning, deciding, managing, and developing a career for physicians and other occupations. In addition, employed physicians, especially physicians who are at the beginning of their careers, job seekers, and university graduates can be aware of the boundaries of their careers. In addition, they become aware of the consequences of their career boundaries to make choices more openly and increase their chances of career success.

Humor is an important quality, which is highly effective in human communications. Despite its advantages, if humor is not used correctly, it may have unethical outcomes, springing to the mind a vague picture of humor’s intrinsic morality. Therefore, the current study sought to explain the nature of humor and compare it with similar concepts in order to establish its limits as a behavioral quality. To this end, the paper conducted a narrative review of existing definitions and theories in the relevant papers and books as well as English and Persian dictionaries. 

The results showed that humor (a quality) and sense of humor (a combination of personal attributes) are positive ethical concepts that may produce negative outcomes in case of the following: (1) imbalance and (funny) content violation (exceeding the humor limits), (2) excessive use of humor (in terms of frequency and periodicity). As a result, humor is likely to have unethical outcomes, but sense of humor is always a positive behavioral quality. To demarcate humor morally, it is necessary to compare it with similar and related concepts; such a comparison requires the following: (1) intention and purposefulness (positive and well-meant), (2) minor violation. In line with this, this paper compared humor with several similar concepts including witticism, jokes, sarcasm, irony, mockery, derision, teasing, etc.

In a threatening situation such as Covid-19 Pandemic, E-health is more effective in providing public health, including prevention, monitoring, diagnosis, prioritization, treatment and follow-up patients. Regardless of E-health potential benefits, implementation and adaptation barriers is expected. In this regarding, it is essential to study the factors influencing EHCR adoption. Therefore, this study aimed to investigate the factors affecting the adoption of E-Health.

In this research, the mixt method approach and exploratory design - typology creation model have been used. After conducting semi-structured interviews and a focus discussion group among physicians, specialists, health experts and CEOs, a research model was developed and tested one a sample of 417 physicians in an online survey. Structural Equation Modeling (SEM) has also been used to analyze the data and test the research hypotheses.

Trust and confidentiality, waiting time, authority, health provider-patient relationship are influencing factors that affect adoption of E-health factor. Five other factors were also found that were similar to the UTAUT2 model: performance expectancy, effort expectancy or ease of use, facilities, price value, habit. All hypotheses were significant because the absolute value of the significant number obtained from the t statistic in all hypotheses was higher than 1.96, with a 0.84 effect rate.

The findings from this study help to understand the factors influencing behavioral tendency in using E-Health. Theoretical findings, development, and validation in this dissertation provide a framework that includes the factors influencing the adoption of health technology, theoretical foundations for designing and selecting health technology in future health care before they enter the market, or solving the problems of their acceptance implementation.

Job life and family life are two integral parts of the life of the majority of people in the community. These two components are the key in success of individuals in advancing their intentions. The aim of this research was to identify the consequences of the Corporate Family Responsibility in Gas Refining Operation Organizations of Iran usin qualitative approach based on the Grounded Theory. The research samples were selected by theoretical sampling method and finally the information saturation was obtained through in-depth and semi-structured interviews with 33 employees of these companies. At the end, 180 concepts were extracted from the interviews, of which four main categories and 11 sub-categories were extracted. To validate the research findings, Guba and Lincoln (1985) four-criterion method, reliability, has been used. Based on the findings of the study, organizational, individual, family and social categories were identified as the consequence categories of corporate family responsibility.

Ecolodge are one of the new topics in global tourism, social responsibility in the tourism industry and these resorts have created attractions for individuals and organizations. The purpose of this study is to explore the components of social responsibility in ecotourism resorts in the country. This research has an interpretive philosophy, inductive approach, qualitative method and data-based strategy with an apparent approach. It analyze by Glaser coding method. The study population was the country's eco-tourism resorts, the quality treasury of the country's first-class resort managers, academic experts and senior officials of the country's tourism management. The study sample was 25 of these people. This research conduct from June 2019 to April 2020. In the theoretical coding stage, the extracted components and categories conceptualize based on the "dimensions" family. The results showed that social responsibility in ecotourism resorts includes 6 components and 23 categories. These components include community-based culture, law, community-based business, environmental attention, benevolence, and accountability to internal stakeholders. Each of these components helps managers understand what features they should focus on in eco-lodges in order to better implement social responsibility.

Organizations have to innovate and change in current dynamic and complex environment. Organizational change studies show that employees don’t associate in organizational changes and resist to change most of the times. Resistance to change will result to the failure in changing plans. In this study, we are going to investigate the effect of affective commitment on resistance to change through the mediating role of attitudes toward change and readiness for change among the Mellat Bank employees of Mashhad. The descriptive-survey research strategy has been used to conduct study. Data was collected by a standard measurement and was performed by employing AMOS and SPSS. Face validity and content validity were used for testing the validity of measurement and Cronbach’s Alpha for testing the reliability of data. The findings suggest that affective commitment has effects on Resistance to change. Furthermore, the mediating role of attitude towards change and readiness for change-as one of the neglected cases in previous studies-was confirmed.

The concept of "self-development behavior and the voluntary development of employees" has a special position in the literature of organizational behavior and organizational resource management; and management scholars and experts have different views on this. The main purpose of the present study was to present a conceptual framework for employees' self-development behavior. This research was done with qualitative approach and thematic analysis. The study population consisted of 425 employees of Khorasan Razavi, North and South Gas Company. Purposeful sampling method was used for this study. The sample consisted of 21 employees with theoretical knowledge and practical experience in self-development behavior. In-depth semi-structured interviews were used to collect data. Based on the results of the research, self-development behavior was categorized into ten key categories of organizational commitment, self-awareness, self-efficacy, self-organization, empowerment, self-efficacy, flexibility, self-learning, resilience, and optimism. The antecedents of self-development behavior were also categorized into three categories: individual, organizational and extracurricular. The results of self-development behavior were also identified in three categories: individual, organizational and extracurricular.

The aim of this study is to conceptualize novel aspects of the "types of resilient organizations". The research philosophy is based on the interpretive approach. The strategy of this research is the grounded approach based on the Glaserian emerging approach. The study population includes executives and experts from companies that manufacture in the construction industry and are located in Mazandaran province, Iran. In this regard, in-depth and semi-structured interviews were conducted with industry managers and experts. According to the analysis, using Glaser coding approach, and two actual and theoretical encodings, At the end of the theoretical coding stage, four types of resilient organizations were identified according to the Glaser's "Types" family. According to the research findings, these organizations are in a two-way spectrum at one end of which are survival-oriented organizations, and at the other end are growth-oriented organizations. Between these two ends are resistance-oriented and opportunistic organizations. Growth-oriented organizations are more effective and looking for opportunities, while survival-oriented organizations are more passive and looking for problem solving. Each of these organizations is at a certain continuum of resilience. they have a certain strategic position. These position can be changed. so They can plan and work to reach higher resilience type of organization in their strategic views and plans.

In order to get rid of old technology, organizations have to forget old knowledge. Organizational forgetting is a way for organizations to eliminate their outdated knowledge and can lead to the ability of an organization to innovate and even directly affect the company's survival. Hence, the purpose of this study is to identify the mental models of public organization’s managers about the driving factors of organizational forgetting by Q method.

Q methodology is a technique that enables the researcher to first identify individual perceptions and beliefs and secondly to group individuals based on their perceptions. The statistical population of study is the public organizations managers in Mashhad with 115 people out of which 30 were selected and 21 were willing to cooperate. Sampling is done with non-random in access method. Validity of research variables were confirmed according to the experts' opinion, theoretical foundations and the views of the collaborators and its reliability were also confirmed by split-half method.

The seven mental models were identified for the driving factors include the organizational resources development and improvement, organizational ideology, agility and dynamism, system thinking and management, growth and developing work condition, transformational and authentic leadership, social capital and policies.

Managers can develop and improve organizational resources through empowering employees, conducting courses and workshops, updating internal systems and guidelines, enhancing employee self-confidence, providing the right context, and planning to recruit elites, and thus achieve organizational forgetting.

By identifying managers' mental patterns of organizational forgetting it provides the context for moving organizations towards new knowledge and forgetting outdated knowledge.

Nowadays, the two concepts of leadership and ethics are entwined and have attracted organizations and managers attention. The aim of this study is to provide a strategic model for ethical leadership in I.R. of Iran's Defense Industry Organization. In order to design the model, a qualitative method and a data-driven strategy with a 'Glaser' approach were used. The study population consisted of defense industry experts who had theoretical and practical knowledge of the subject under study. Semi-structured interviews were conducted with 22 participants in this community. The analysis of the interviews texts was done through content analysis and Glazer coding, which included both real and theoretical coding. The "Six C" coding family was used for theoretical coding. Each C represents a general concept. The first C denotes causes that include individual and organizational characteristics. The second C indicates correlated factors that include human resource and training systems. The third C refers to the mediating conditions that involve managing the communication and organizational ethics. The fourth C denotes requirements that include religion, organizational climate, and organizational culture. The fifth C refers to results or outcomes, which include extracurricular value creation, behavioral and organizational psychological improvement. The sixth C denotes an environmental context that includes ethics-based environment, external pressure conditions, competitors' immoral conditions, and external organizational sanctions.

Fast pace of progress in technology with its transformations has become an elephant in darkness that different people have different perceptions toward that. Since people in organizations behave according to their own perception of reality, exploring and describing perception and interpreting power of technology could be influential in interpersonal communications made among employees. The target of present study is to deeply describe experiences and diverse perceptions of faculty members of a university from power of technology in interpersonal communications in a way to familiarize managers and employees with new and variant attitudes toward technology and its dominance.   

The research approach is qualitative in this research and is based on phenomenography approach to achieve deep understanding of collective consciousness among those being studied. Participants are thirteen members of faculty selected through maximum variation sampling to achieve theoretical saturation. Six category of descriptions were obtained at individual, organizational, and social levels through analysis of semi-structured interviews.

At the individual level, two perception methods, including the concept based on individual isolation (little emotional relations, distrust) and hypocritical behaviors (variant behaviors and self-monitoring), are formed; and at the organizational level, social networks, monitoring communications (senior authority, dominance of control in organizational relationships), and weakening the role of human are formed; and at the social level, a category consisting the culture of ostentatious behaviors is formed. In continuation, the obtained category of descriptions cleared the outcome space a bigger structure to relate different methods of experiencing phenomenon and to provide a better multidimensional image of various concepts of individuals being studied.

Findings can be a great help in better understanding of collective consciousness toward technology power in a particular group of people and also better preparing organization to face it.

Since the banking industry of Iran is a relatively competitive market and consistently offers diverse products and services to attract new customers and maintain current customers from all banks, there is no high security for the sale of bank products and services, and since this is the result of the loss of current bank customers, banks have to spend a lot on attracting new customers. Designing new products and services is only part of the way to attract new customers and keep current customers, and innovation in providing services, products, and bank programs is another way of attracting and retaining customers. It is obvious that employees are one of the main pillars of achieving these goals. In other words, attracting and educating innovative staff and finding the features and requirements for innovation is one of the most important issues for managers of the banking industry.The ability of employees to innovate in providing services and improving the quality of services and the quality and novelty of the services provided by the banks affect the attitude of customers towards the level of services superior to the other competitors, and it is evident that the lack of attention to this important point means sharing the market and even the organization's downfall. kEmmons (2000a) defined spiritual intelligence as “the adaptive use of spiritual information to facilitate everyday problem solving and goal attainment.” Spiritual intelligence depends on the mindset of people and its relation to the peripheral world. Spiritual intelligence includes the capacity for deep understanding of existential questions and insights into multiple levels of consciousness. It goes beyond the conventional psychological development and its self-awareness involves awareness of the relationship to the exalted existence of other individuals and all beings (Amram, 2005).On the other hand, individual innovation emphasizes the level of creativity and self-innovation that the organization uses to solve problems, and its key indicators are finding better solutions for doing work, welcoming unpredictable situations and uncertainties in work, examination of innovative methods in the work and experience of innovations that have not been tested and approved (Rajaei Pour et al., 2013). Since organizational characteristics influence the individual innovation of employees, the goal of any organization for success should be to engage everyone in the innovative processes of the organization (Kantor, 1988).Frese and fay (2001) argue that job performance is one of the variables that has received considerable attention in many developed countries. Psychologists consider job performance as a product of human behaviors and believe that motivations and needs affect individuals' performance and, ultimately, economic growth and development. Variables that are related to employee job performance are personal initiative, religious orientation, and organizational social capital. Since in this research, the effect of spiritual intelligence on job performance with the mediating role of individual innovation has been investigated and analyzed, this research in terms of the purpose is an applied research and considering that in this research, the questionnaire is used for measuring variables in order to answer the scientific question in the real world, and determining the amount and type of influence between variables it is a survey research. The statistical population of the research is Mehre Eghtesad Bank employees of Khorasan Razavi province.A questionnaire was used to collect data. In order to collect information about the variable of spiritual intelligence, as an independent variable in this research, the questionnaire of Raeese et al. (2014) with four dimensions of general thinking and beliefs, the ability to confront and deal with problems, addressing ethical issues and self-awareness and love and interest, for information gathering about the individual innovation of employees, the individual innovation inventory (Hurt et al., 1977) and for collecting data on the job performance variable, the Patterson job function questionnaire (1997) with three dimensions have been used. The study of the spiritual effect on the performance of the bank employees shows that spiritual intelligence affects the performance of the bank's employees positively and confirms this hypothesis. In other words, the higher the spiritual intelligence of the staff, the better their job performance.On the other hand, the results of the research show that individual innovation has a positive and significant effect on the job performance of the employees of the said bank; in other words, improving individual innovation can lead to the improved job performance of the bank's employees. Also, spiritual intelligence has a positive and significant effect on the individual innovation of the bank's employees. In other words, as spiritual intelligence increases, their individual innovations also increase.The effects of spiritual intelligence on performance, spiritual intelligence on individual innovation and individual innovation on job performance are significant and the mediating role of the variable of individual innovation is a minor mediation and the hypothesis of mediation of research is confirmed. In this study, it has been proved that spiritual intelligence has a positive effect on the performance of employees in the workplace. At the same time, individual innovation of employees affects job performance, and the freedom to act in providing a new and innovative way, and its application, as well as participation in decision making, will increase the motivation of the staff and will lead to more effort and better result. Innovation and innovative environment with organizational flexibility lead employees to innovation which involves a problem-solving process, and the same process often forces an employee to provide a solution to improve work practices. This is a complement to learning and is the result of an individual's desirable performance in the organization. To create a supportive environment for creating a learning cycle in order to improve the performance of employees, management tasks can be considered from a range of views.