مراد رضایی دیزگاه

The present study aimed to investigate the effect of brand sensory experience on brand loyalty with an emphasis on the drivers of brand equity, customer satisfaction, and customers' emotional commitment. The research is applicable in terms of purpose, and descriptive-survey in terms of data collection method. The subjects of this study were 750 language learners of the Gilan Iranian Language Center. 261 people were selected as a statistical sample based on the Krejci and Morgan table and simple random sampling method, and answered the research questionnaires. The validity of the questionnaires was confirmed based on face validity, content, and confirmatory factor analysis. The reliability of the questionnaires was calculated and confirmed using the Cronbach's alpha coefficient method. Data analysis was performed at two levels of descriptive and inferential statistics, including structural equation modeling, using the SmartPLS statistical software. The results showed that brand sensory experience has a significant effect on customers' emotional commitment with a path coefficient of 0.472. Brand sensory experience has a significant effect on customer satisfaction with a path coefficient of 0.575. Brand sensory experience has a significant effect on brand equity with a path coefficient of 0.264. Brand equity has a significant effect on customer loyalty to the brand with a path coefficient of 0.736. Emotional commitment has a significant effect on brand equity with a path coefficient of 0.207. Customer satisfaction has a significant effect on brand equity with a path coefficient of 0.274. Emotional commitment and customer satisfaction play a mediating role in the impact of brand sensory experience on brand equity.

Competency is a positive combination of knowledge, ability, and the willingness of an individual to cope with and succeed in the face of today’s changing conditions. The aim of the present study is to propose a competency model for managers of the National Tax Administration, with an emphasis on quantum skills. Methodologically, this research is applied in its objective and employs a mixed-methods (qualitative-quantitative), thematic analysis, and survey-based approach. The statistical population in the qualitative section includes experts, university professors, and managers from the National Tax Administration (including operational, middle, and senior managers) who were employed until the first half of 2024. Using purposive sampling, 12 individuals were selected based on criteria such as a minimum of 15 years of work experience, practical experience at senior, middle, and operational management levels, and educational or professional backgrounds relevant to the tax administration sector. The qualitative section was conducted through semi-structured interviews with experts, while the quantitative section utilized a 28-item questionnaire with a 9-point Likert scale, scored based on the designed questions and rating pattern. Quantitative data analysis was carried out using ISM and fuzzy TOPSIS software. According to the findings derived from the analysis of research questions, the activities of tax administration managers can be categorized into the domains of management and resource development, tax revenues, legal and technical tax affairs, and tax technologies. Based on the expectations outlined in higher-order documents and participants’ perspectives, managers require competencies in managerial abilities, specialized knowledge, and functional skills. The quantum competencies identified for managers of the National Tax Administration include quantum vision, quantum thinking, quantum feeling, quantum cognition, quantum action, quantum trust, and quantum living.

The aim of the present study is to design a model for recruiting and hiring generations Y and Z in public sector organizations. The research method is applicable in terms of its purpose, and qualitative in terms of its implementation method, using meta-synthesis. A mixed theory approach was used to adopt an appropriate framework for selecting and analyzing factors by considering the theory of generations of Mannheim (1952), generational cohorts of Strauss and Howe (1991), and the motivation-hygiene theory of Herzberg (1959). The main question of this study was designed based on the meta-synthesis method. Qualitative articles were purposefully selected and evaluated through different stages. Finally, 27 studies were reviewed with a reliability of 95%, and the final model was designed using the communication model available in MAXQDA 2020 software. The results showed that in order to attract and hire employees of generations Y and Z, it is necessary to consider four dimensions and 30 factors, of which the most emphasis should be placed on issues such as recruitment using virtual space, work-life balance, sense of belonging to work, measuring individual performance during employment, transparent compensation system, work values, and skills training policies. Applying strategies aligned with the aforementioned factors can be effective in increasing the recruitment and capacity of organizations and reducing the job turnover of employees of emerging generations.

One of the most important issues in the world in the last decade is the issue of human capital. The aim of the research is to design the human capital excellence model with regard to social responsibility and professional ethics in crisis conditions.

In terms of purpose, the present research is practical, and in terms of the method of data collection, it is part of qualitative research, and the implementation method in this research is the phenomenological method. The research community was made up of professors in the field of management and doctors, emergency nurses, supervisors (metrons), hospital managers and non-active defense experts from universities. The sampling method in this section was purposeful, and 15 people were selected according to theoretical saturation. The interview tool was semi-structured and finally the data was analyzed by coding method.

The findings of this research showed that the excellence of human capital with regard to social responsibility and professional ethics in crisis conditions included 116 primary codes, and a total of 80 (sub)categories were labeled with their categorization. These 80 components were categorized into 15 areas: (strategic actions, improving employee performance, managers' policies, organizational culture, development of creativity and innovation, organizational structure, supporting laws and regulations, social responsibility, professional ethics and value orbit, investment, competitive environment, employee support measures, pathology and risk assessment, political and economic) are related.

Paying attention to the stated items led to more effective performance of human capital and as a result, better development of excellence of human capital in crisis conditions.

Considering the importance of teachers' professional development in the success of the education system, the current research seeks to level the characteristics of mentors in the training of newly hired teachers with a focus on Islamic teachings. The research method used is descriptive and practical in terms of purpose. The statistical population includes; Academic experts and Top managers of Education office of Gilan province. The sampling method is purposeful sampling in which 4 expert professors and 6 subject experts include; 4 Deputy of Education office and heads of education of Rasht District 1 and 2 have answered the questions of the questionnaire. Data analysis using interpretative structural modeling method showed that the factors are prioritized in seven levels, 4 factors; Creating motivation, creating a sense of trust, allocating enough time to interact and face the mentee with an open face at the first level, 2 factors; The role of interpersonal communication with the organization and attention to appearance in the second level, 2 factors; Being a role model in behavioral areas and being full of energy in dealing with a mentee at the third level, 2 factors; Secrecy and correct understanding of mentee problems at the fourth level, 2 factors; Being an active listener of mentee problems and a critical vision in examining issues at the fifth level, 3 factors; Focusing on informal and friendly relationships, enjoying leadership and being recognized as an ethical person in the sixth level, and finally, giving importance to spiritual matters in the seventh level.

Ethical leadership is one of the most effective leadership styles recognized in organizations as a successful approach to performance management. Examining the process of ethical leadership at different levels in order to enhance performance management in Bank Melli Iran can lead to significant improvements in employee and organizational performance. The aim of this research is to investigate the process of ethical leadership at different levels in relation to performance management in Bank Melli Iran. The research method used is a mixed (qualitative-quantitative) method, where theoretical sampling was used in the qualitative stage and reached theoretical saturation. The obtained indicators from non-probability random sampling method were analyzed using Maxqda20 and Spss26 software. The findings of the research indicate the influence of seven dimensions: internal factors, leadership characteristics, performance management, structure, experience and training, innovation, and strategies in Bank Melli Iran. These factors demonstrate the effectiveness of developing ethical leadership at individual and organizational levels in Bank Melli Iran, and each factor has been confirmed with a 95% confidence level.

Universities and higher education institutions need formal succession planning to ensure the continuity of organizational leadership. The current research was conducted with the aim of identifying the components of succession planning in Iranian public universities.

In this research, the strategy of qualitative content analysis with a meta- synthesis approach was used in a documentary research framework. The statistical population is all the studies conducted in the time frame of 2017-2022. In this regard, the number of 1012 researches in the field of succession planning was evaluated and finally 28 articles were selected purposefully. Then, by analyzing the content and combining the literature related to the open, axial and selective coding method, in total, five dimensions and fourteen key components were selected and analyzed through the process of systematic search and combination, and its validity was confirmed through Cohen's kappa coefficient.

In the current research, the effective factors of succession planning of Iran's public universities were identified and categorized in five dimensions and 14 categories. The five dimensions were organizational, developmental, managerial, individual, and cultural. And the 14 categories consisted of processes, structural, evaluation, legal, human resource management, leadership, skill, personality, career, comprehensive training program, human resource development, foresight, university culture and public culture components.

The administrative and employment rules and regulations of Iran's public universities for faculty members and guest lecturers are determined based on the executive regulations and the approvals of the boards of trustees, and senior human resource manager’s don’t use a specific reference model for succession planning. They keep their old traditions regarding the removal and installation of managers and, in fact, they strongly resist the changes by ignoring the developmental needs of their professors and staff. Therefore, recent trends should be changed according to the new needs of human resources of universities. The current research provides a deep understanding of the existing literature in the field of succession planning in universities. In this context, managers of public universities and higher education institutions can use the results of this research and get familiar with the effective components of succession planning to create a collection of talented and skilled academic staff and potential scientific staff who can become the leaders of universities in the future.

Accreditation is one of the evaluation tools of health care systems, especially hospitals, which is one of the priorities of the Ministry of Health in Iran. Human resources have been seen as the most important resource of the organization in the accreditation of hospitals as a common axis with professional health. The purpose of the current research is to determine the parameters and present the model of the national accreditation program for hospitals with emphasis on the axis of human resource management from the point of view of experts in this field at the country level.

This study was conducted using the qualitative method of content analysis and through the review of related articles and semi-structured interviews with a number of experts and accreditation evaluators at the country level, and 12 scientific and executive experts based on data saturation in a purposeful judgment manner were interviewed.

Accreditation measures of human resources management in five axes: employing employees with six sub-axes, empowering and growing with six sub-axes, supporting employees with six sub-axes, leadership and management with eight sub-axes, and monitoring and control with seven sub-axes.

In accreditation standards with emphasis on human resource management axis, the metrics related to monitoring and control were emphasized more with an average score of 7.39 out of 9. More attention of the compilers of accreditation standards to the metrics related to this axis can lead to more accurate accreditation of the human resources of the country's hospitals.

The internationalization of higher education is an effective strategy to meet the diverse needs of a society. One of the factors determining the failure or success of internationalization is the organizational culture of universities. The present study aims to investigate the role of organizational culture-related factors in the internationalization of Iranian universities.

This is a quantitative-quantitative study. Participants were 124 Iranian experts in higher education and those involved in internationalization of universities. A researcher-made questionnaire was used as a self-report tool with close-ended questions. In the quantitative stage, structural equation modeling and first- and second-order factor analysis were performed in SPSS and AMOS software.

This study was approved by the ethics committee of Islamic Azad University, Rasht Branch (Code: IR.IAU.RASHT.REC.1400.035)

The ranking of factors affecting the internationalization of Iranian universities showed that the factor with the highest factor loading was “communication & interaction” (1.03) and the factor with the lowest factor loading was “human/physical/financial resources” (0.87).

Communication/interaction of universities with other education centers, as an organizational culture-related factor, plays an important role in the internationalization of Iranian universities.

The internationalization of higher education is now considered as an effective strategy to meet the diverse needs of a globalized society, one of the factors determining the failure or success of its performance is the organizational culture of universities. Therefore, the present study was conducted to investigate the relationship between organizational culture factors in the internationalization of Iranian universities.

The research is a quantitative type and the statistical population of this study consisted of experts, policy makers, implementers and internationalists of universities. The researcher-made questionnaire was designed as a self-report form and contained closed-ended questions and was completed by 124 higher education experts and international higher education professionals. In the quantitative stage, structural equation modeling and first- and second-order factor analysis were performed using SPSS and AMOS software.

Ethical Considerations:

The article is taken from the doctoral dissertation on organizational behavior with the identification code IR.IAU.RASHT.REC.1400.035 approved by the Islamic Azad University on 1400/11/12

According to the output of AMOS software, the order of the factors forming the internationalization model of higher education based on factor load shows the highest factor related to the factor of communication and interaction with factor load (1.03) And the lowest factor load is related to human, physical and financial resources with a factor load (0.87).

University culture is meaningful at the level of the university community and departments and in the interaction between them, and refers to the ways of communication and interaction between university members and is considered as one of the influential factors in higher education policies that play an important role in systemic and strategic thinking. , A process, global and creative between university administrators and staff capabilities and university visibility in terms of accreditation results and ranking plays an important role in the internationalization of universities.

The main purpose of the present research is to explain the impact of empowering leadership on safety behavior considering the mediating role of knowledge sharing and safety climate in the employees of Rural Water and Sewerage Company of Guilan province. Therefore, the main question of this research is: Does empowering leadership affect safety behavior considering the mediating role of knowledge sharing and safety climate of employees in Guilan Rural Water and SewerageCompany? The present research is descriptive-corelation study, in terms of data collection is a field study, and the data collection tool is questionnaire. The population of the study is 420 employees in Guilan Rural Water and Sewerage Company. The sample size (219 people) was determined using the Cochran formula. Six hypotheses were put forward in this study. In this research, simple random sampling method was used. The data were analyzed using SPSS22 and SMART PLS3 software. The results of the study showed that empowering leadership has an impact on the safety climate and knowledge sharing in Guilan Rural Water and Sewerage Company's employees. However, the empowering leadership did not affect the safety behavior of Guilan rural water and sewerage company's employees. Findings also showed that safety climate affects the safety behavior of Guilan rural water and sewerage company's employees. In addition, the findings indicate that empowering leadership through the safety climate and knowledge sharing has an impact on the safety behavior of Guilan Rural Water and Sewerage company's Employees.

In recent years, safety has become an important issue in developing countries and has attracted much attention from many organizations. In this regard, the present study aims to investigate the effect of organizational culture on safety performance in the regional electricity distribution organization in Gilan province.

The present research is an applied descriptive study. The statistical population of the research included 1311 employees of regional electricity distribution organization of Gilan province, 286 of whom were chosen as the sample through random sampling method and the required data were collected using the questionnaire. After examining the validity (content) and reliability of the questionnaire, the research hypotheses were tested using structural equation modeling method and based on Smart PLS2 software.

The findings show that (1) management commitment culture to safety on creating a safe work environment, (2) creating a safe work environment on concurrent engineering, (3) creating a safe work environment to design-for-safety and (4) design-for-safety on safety performance, have a significant effect. However, the effect of concurrent engineering on safety performance was not confirmed. The results also indicate that the model variables explain 73.9% of safety performance variations.

The results can be used as a suitable procedure to explain the safety performance of employees of regional electricity organization in Gilan province. In addition, they provide a situation for managers to develop policies to improve safety performance by promoting predictive variables.

Positive organizational behavior seeks to improve individual and organizational performance by understanding and reinforcing employee positive traits as well as identifying, investing, developing human resource strengths.The aim of the present study is to present the model of positive organizational behavior in the water and electricity industry based on the data theory of the foundation in the qualitative stage on the interpretive paradigm and in the quantitative stage based on the paradigm of positivism. Interview documents with human resources managers of the water and electricity industry and university professors were classified and coded in 17 dimensions and 63 indicators using MAXQDA quality software.Cronbach's alpha coefficient is 76% and has a good reliability.The statistical sample size includes 360 people.In evaluating the convergence validity of the mean variance of variables, more than 0.5 is confirmed in the range.PLS and SPSS software were used to analyze the quantitative part.It shows that the average of the variables was estimated at a strong level and the causal factors obtained from the field of management, human resources and technology and administration have a positive and significant effect on the characteristics of positive organizational behavior.Has positive organizational behavior.Strategic factors(structural strategies, contextual strategies)affect the individual, organizational and social consequences of a positive organizational behavior model, and the best way to emulate successful organizations is with an impact factor of 0.78

The internationalization of universities based on upstream documents, such as the 20-year vision document or the scientific roadmap, has been defined as a necessity and priority. On the other hand, organizational culture is regarded as a key factor in promoting and preventing organizational change. Therefore, the present study aimed to evaluate effective organizational culture components design to internationalize universities. 

This was a qualitative study, and its data was selected by a grounded theory approach and interviews with experts. Overall, semi-structured interviews were made with 23 experts selected by purposive sampling, and data collection continued until reaching saturation. In addition, data analysis was carried out by the fixed comparative analysis method, as well as open, axial, and selective coding stages.

From the perspective of experts, there are 10 components and 54 sub-components in the organizational culture of universities’ internationalization. In this regard, the main components included management and leadership, human, physical and financial resources, teachers, language, culture and values, organizational communication and interaction, educational, research and welfare services, growth and excellence of the organization, creativity and innovation, organizational structure, and students..

Organizational culture based on strategic, systemic, process, global, creative thinking between university administrators and staff capabilities in terms of cultural resilience, commitment and belonging, meritocracy, teamwork, language skills and university visibility in terms of accreditation and ranking results played an important role in the internationalization of universities.

The present research is a kind of mixed quantitative and qualitative research in which using the Q approach, the mental patterns of experts and specialists in order to identify and categorize the causes and consequences of burnout in nurses are examined. In this study, first-hand sources (semi-structured interviews) and second-hand sources (literature and past research) have been used to collect data. Purposeful sampling was used to select the statistical sample and the discourse space and Q expressions were obtained by using the views of 8 participants. The validity of the study was satisfied by the control and supervision of the participants in determining the Q expressions and its reliability was confirmed by retesting. based on the available variables, the Q matrix was designed and experts were asked to sort the expressions and its data were analyzed using Q factor analysis and the final model. Research was obtained. Regarding the results of Q method, according to the priorities made by experts in the fields of psychology, management and nursing, the final grouping according to the frequency and sharing of opinions in the two general groupings performed by Q factor analysis, into four categories of factors. Organizational, infrastructure, job and context affecting burnout and three categories of individual, organizational and external consequences affected by burnout in nurses were affected. The results of the present study can be used to prevent burnout in the nursing community.

Today, mentoring programs are one of the effective methods and strategies for training and development of employees, which are used for the survival of organizations and maximizing the efficiency of employees, equipping them against scientific and environmental changes. Commits to learning, training, improving performance and improving their abilities. Therefore, the purpose of this study was to assess the mediating role of knowledge management and the moderating role of biographical characteristics in the relationship between mentoring and career outcomes. The applied research is descriptive-correlational and the statistical population of the study includes the governorates of Guilan province. Based on 23 governorates in this province, the sample size was estimated by relative sampling method and based on Cochran's formula of 231 people. Data collection tool was a questionnaire whose validity was assessed by content validity method and its reliability was estimated by Cronbach's alpha higher than 0.7. To analyze the data, the structural equation modeling method based on the partial least squares approach was used by Smart PLS3 statistical software. Findings showed that knowledge management has a mediating role in the relationship between mentoring programs and job outcomes. Also, the moderating role of education and work experience variable in the relationship between mentoring (implementation) and knowledge management was confirmed.

The purpose of this study is to design a model of positive organizational behavior based on human resource management measures in the Ministry of Energy. The data collection tool in the qualitative section was semi-structured interviews. In order to collect information, snowball technique was performed with 31 experts from the Ministry of Energy. The software used in this section was MAXQDA, which was organized with 319 codes after open classification and coding, the statistical population consisted of 35000 employees of the Ministry of Energy and 410 people were selected as a random sample and analyzed using confirmatory factor analysis using spss pls software. The validity and reliability of the research has been confirmed by the method of internal consistency,peer review and participatory research of members with the convergence validity (correlation<0.5) and divergence. Cronbach was 84% confirmed in the quantitative section.The results of the present study, which were selected by analyzing the data in three stages of open coding, theoretical coding and coding, can be displayed within a paradigm model and include: causal conditions (structural, managerial, behavioral), contextual conditions (organizational capabilities, Environmental capacity, human resource development), intervening conditions (lack of motivation in employees, environmental barriers, inefficient management), strategies (modeling of leading organizations, training, skills development), results (improving individual and organizational performance) Be. there is a positive and significant relationship between positive-oriented organizational behavior strategies and individual and organizational consequences of the research model (0.509) and (0.533), respectively.

The main purpose of the present research is to explain The Impact of Transformational Leadership on Turnover Intention through work engagement and organizational identification in Guilan Rural Water and Sewage Company. The present research is a functional study in terms of objective from a type of descriptive. It is a field study in terms of data collection. The population of the study is 420 employees of Guilan Village Water and Sewage Company. The sample size was determined using the Cochran formula at 144 people. In this research, simple random sampling method was used. The data were analyzed using SPSS22 and SMART PLS3software. The results of the study showed that however the transformational leadership affects organizational identity and work engagement of Rural Water and Sewerage Company employees of Guilan, the transformational leadership did not show any effect on Turnover Intention. In addition, the findings showed that transformational leadership through organizational identity and work engagement affects the Turnover Intention of Guilan Rural Water and Sewerage Company employees

Positive organizational behavior with the benefit of new management tools, namely psychological capital in addition to human and social capital is able to create a sustainable competitive advantage for contemporary organizations. Considering the importance of the topic of positive organizational behavior, the present study has tried to design and study a model of positive organizational behavior based on the desired social behavior of employees in water and wastewater companies. The present study, which is based on the combined method and data method, presented the model using a questionnaire, interview and test. In order to validate and evaluate the measures of Kappa coefficient of 0.65, an appropriate agreement was reached from the interview. , As the most important causal factor and the factor of not paying attention to participatory management with an average weight of 8.31 as the most important intervener and also strengthening human resource flexibility and organizational excellence with average weight, 7.25 and 7.21 as the most important consequences of organizational behavior, respectively. Positive is based on the favorable social behavior of the country's water and sewage workers.

Coping with burnout syndrome in nursing staff, which are constantly under pressure, has been the focus of many researchers in recent years, as many believe that this syndrome may have many negative consequences for organizations. The main purpose of the present study was to use a meta-synthesis approach to identify and prioritize the effective factors as well as the consequences of burnout in nurses. For this purpose, Sandelowski and Barroso’s seven-step method was used to extract contents from internal and external articles over a 10-year period. The MAXQDA 2020 software was used to analyze the conceptual model and deduce the results. The results of the literature review were presented in the form of 41 indices and 8 factors that were presented in two general concepts. Finally, considering the frequency and severity of each of the factors, a comprehensive conceptual model of burnout was designed for nurses. Executives of organizations, especially in the healthcare field, are expected to use the designed model and results to reduce this organizational issue and increase the productivity of their staff.

The main abjective of this study is evaluating the effect of political skill on organizational citizenship behavior in General Directorate of Sports and Youth in Guilan provinc.

The research method is descriptive-analytical of the applied type. The statistical population of the study is the managers of the General Directorate of Sports and Youth in Guilan province, the heads, deputies and employees of the provincial governorates of Guilan province with 297 people. The sampling method was random and by using Cochran's formula, the sample size was 184.

The results of the test of research hypotheses and analyzes using regression analysis indicated that the political skill and its dimensions (networking ability, interpersonal influence, social consciousness, obvious intimacy) affect the employees organizational citizenship behavior. The level of the corresponding beta coefficient of political skill and its dimensions to the organizational citizenship behavior of the employees were: +/- 769, +/- 725, +/- 501, +/- 567, +, +/- 686.

It can be said that one of the effective variables for the appearance of organizational citizenship behaviors is the level of employee's political skill.

Abstract Today, the main capital of organizations is the knowledge that it has access. In this context, sharing knowledge as a complex but worthwhile activity is the basis of many organizational strategies. The main purpose of the present research is to investigate the effect of Transformation Leadership on Knowledge Sharing by Emphasizing on the Mediating Role of Organizational Justice among Rasht Telecommunication Company Employees. So the main question of this research is: Does transformation leadership affect knowledge sharing with the mediating role of organizational justice of the Telecom Company employees in Rasht? The present research is a descriptive- correlation study and it is a field study in terms of data collection. The statistical population of the research is all employees of the telecommunications company of Rasht (n = 230) which is sampled by simple random method. Seven hypotheses were provided in this research. The results of the study showed that knowledge sharing and transformation leadership affect on distributed, procedural and interactive justice of Telecommunications Employees in Rasht. The results also showed that distributive justice, procedural justice and interactive justice affect the knowledge sharing of telecom employees in Rasht. Finally, some suggestions were provided for future researchers. Keywords: Transformation Leadership, Knowledge Sharing, Organizational Justice.

Change in the health system is always considered as the main concern of governments which in turn may have many positive and negative effects. The health sector development plan is one of the programs aiming at improving the therapeutic and economic dimensions of families, given priority by the 11th government of Iran, and is expected to improve performance of the medical sciences universities and their affiliated hospitals, in addition to develop their educational, health, research and cultural systems. The aim of this study is to evaluate technical efficiency of 22 public hospitals of Guilan university of medical science before (April 2013 to March 2014) and after (April 2014 to March 2015) implementation of health sector development plan, using data envelopment analysis approach and in accordance with the production of undesirable factors.
Materials and Methods The current research is a descriptive-analytical type and also a cross sectional one. The research population includes 22 public hospitals of Guilan University of Medical Sciences, with enumeration chosen as the sampling method and the data were collected from documents. Finally, the collected data were analyzed based on the coding the DEA weak disposability model in GAMS software. The findings indicate that before implementation of health sector development plan (2013- 2014), 14 hospitals (63%) were efficient, while after its implementation (2014-2015), number of efficient hospitals increased to 16 units (73%). The average of technical efficiency also computed as 0.954 and 0.958, respectively. Although, observing the effects of changes in social systems often requires time lapse, however, one year after the implementation of the health system development plan, the average of performance in public hospitals of Guilan province was improved.
Conflict of interest: non declared

Job Satisfaction is a perception that improves employees’ productivity, motivation and empowers them. Therefore, recognizing the factors affecting it and paying attention to emotional intelligence can provide the basis for increasing job satisfaction.
The purpose of this study was to investigate the effect of emotional intelligence on job satisfaction considering the mediator role of job burnout, emotional Labor, emotional inconsistency, personality deprivation and deficiency of individual success in the Staff of Guilan University of Medical Sciences
Material and This research used descriptive and cross-sectional method. The study population included 413 staffs from the faculties of Guilan University of Medical Sciences. The sample was determined 200 people using Cochran’s formula. A standard questionnaire was used to collect data. Content validity was done for this questionnaire and also its reliability studied using Cronbach’s alpha coefficient. Descriptive statistics and structural equation modeling were used to analyze the data using Lisrel software.
The results showed that emotional intelligence affects emotional inconsistency, emotional exhaustion, emotional Labor, job satisfaction, deficiency of individual success and deprivation of personality. Also, emotional inconsistency affects on emotional exhaustion, deficiency of individual success, job satisfaction and personality deprivation. In addition, the results show that emotional exhaustion affects deprivation of personality, deficiency of individual success and job satisfaction and finally, the deficiency of individual success affects job satisfaction.
Considering the relationship between job satisfaction with job burnout, emotional intelligence and emotional inconsistency, it would be helpful for managers to implement programs to increase employee satisfaction and self-efficacy and provide a context for reducing job burnout.